Remuneration and incentives

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Do you have a remuneration and incentives framework that supports your business objectives to deliver successful outcomes? We can help you create a remuneration and incentives framework to reward, retain and attract top talent and incentivise the right staff behaviours.

In a fiercely competitive workforce market, having the right remuneration and incentives framework in place can help differentiate your organisation from its competitors. It’s more important than ever to appropriately reward, incentivise and look after your organisation’s key asset – your people.

To be effective, remuneration and incentives need to meet the needs and interests of your business and a diverse workforce. They also need to provide a flexible framework that works today, while also adapting to meet future needs.

The COVID-19 pandemic has disrupted organisations and the global workforce like never before, and many organisations are rethinking how they operate to meet the unique talent demands and plans for growth. Now is the time to look at how your organisation’s remuneration and incentives framework align with your business objectives – and we can help with that.

It is essential for organisations to take a fresh look at their total reward and performance strategy to ensure it aligns with new and evolving workforce strategies.

We advise our clients, ranging from listed companies to privately owned, high growth businesses and directors, on strategy, design, and implementation of new and amended remuneration and incentive schemes. 

How we can help

We work with our clients to understand their strategic objectives and priorities, and to test the approach that will deliver what you need. This includes:

  • Executive remuneration and incentive schemes to motivate and reward specific performance outcomes against strategy
  • Remuneration and incentive frameworks which appropriately reflect the organisation’s values and expectations of all staff and are future-oriented 
  • Equity and shared ownership through employee share schemes, including benchmarking of performance hurdles. 
  • Advising directors on fees benchmarking and remuneration approaches.
  • Employment, tax and workforce models to support specific business objectives, including ‘gig’ talent management and other contingent workers.

Find out more about how businesses are using remuneration and incentives to combat ‘the great resignation’ here

A great depth of knowledge in all areas of their practice. The level of information provided is detailed, clear and concise. Their teamwork and collaborative skills ensure that we remain comfortable with the quality of service and advice they provide Chambers Asia Pacific 2022

Recent highlights
Remuneration and incentives design and implementation

Advising New Zealand businesses to retain their top talent at all levels through bespoke short and long term incentive schemes (including employee share plans).

We advise businesses in all stages of development and in different sectors, from start-ups to mature private companies to listed entities such as Precinct Properties, Z Energy, Channel Infrastructure, and The Warehouse.

Boards and directors’ remuneration strategy

Advising boards and their executive remuneration committees on strategy design and implementation.

Acting for directors on GST and withholding tax obligations.

International offerings

Advising on the extension of international remuneration and incentive schemes to New Zealand employees. Our association with MinterEllison in Australia also means that we can seamlessly advise on extending schemes to Australian employees. 

Related expertise

Our lawyers provide clients with clear, strategic and commercial solutions that create lasting impacts to their business

  • Corporate and commercial

  • Employment

  • Governance

  • Tax