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Queen Elizabeth II Memorial Day, Monday 26 September Our phone lines and offices are closed, but you can still get in touch with us. Find out more

Delays to response times: It's taking longer than usual to answer calls and myIR messages, including for unclaimed money. You may be able to use self-service options in myIR. You can also find information on our website by typing in what you want to do in the search bar. Thank you for your understanding. Log in to myIR

Changes to the myIR login screen are coming You will not be able to use myIR between 1pm Saturday 8 October and 8am Monday 10 October. This is so we can update our external authentication system. From Monday 10 October the myIR login page will have a new look and feel, but the login process will not change.

Wellbeing came into even sharper focus with the emergence of COVID-19, at a time when Inland Revenue is going through extensive change. This year, we’ve continued to look after our people and promote a diverse and inclusive workplace through a range of initiatives.

New Zealand is becoming increasingly diverse, so to be truly customer-centric, we need a diverse and inclusive workforce that reflects the communities we serve. We’re implementing a comprehensive Diversity and Inclusion Strategy aligned with the Public Service Act 2020 and guidance from Te Kawa Mataaho (Public Service Commission) and Papa Pounamu expectations.

The strategy includes addressing the fact that women and people of some ethnicities are under-represented in higher-paying roles at Inland Revenue, and have higher representation in lower-paying ones.

Becoming a flexible workplace is one of the key things we can do to help remove some of the barriers to career movement. In March, we launched a policy that provides a clear and consistent approach to informal and formal flexible working arrangements, aligned with guidance from Te Kawa Mataaho. While we’re primarily an office-based organisation, our technology provides the infrastructure for many of us to be able to work from anywhere.

In April 2021, we received the Rainbow Tick, an independent award for the mahi we have done to make Inland Revenue a safe and welcoming workplace for rainbow community members. The Rainbow Tick shows we have the right attitude and are on the right track, which is what we’re committed to across all our diversity and inclusion practices. Most importantly, we have thriving employee-led networks making this happen.

You can read more about our diversity and inclusion initiatives, and commitment to reducing the gender pay gap and imbalance of ethnic representation at Inland Revenue.

Diversity and inclusion

  • 48% of senior management roles are held by women.
  • More than 50% of applicants for all roles here are women.
  • The gender pay gap is 18.3%. This is down from 20.6% in 2016.
  • 80% of our people told us in a March 2021 survey they felt mostly or really included in their day-to-day experience at work.
    This is a significant increase from 2017 when we surveyed our people about inclusiveness.
  • 79% of our people are working from home some of the time under our flexible working arrangements.
Last updated: 02 Nov 2021
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