Why Young Workers Are Struggling to Enter the Warehousing Workforce

According to Stats NZ’s June 2025 Employment Indicators, the number of jobs held by 15–19-year-olds fell by a staggering 10 percent over the past year, a drop of more than 12,400 roles. For those aged 20–24, the decline was also significant, down 3.5 percent. By contrast, the 35–39 age group experienced job growth, indicating a clear shift in hiring patterns away from entry-level talent. In Auckland, which is home to many of the country’s major distribution hubs, job numbers dropped by 1.9 percent, a loss of over 15,400 filled roles. Many of those affected were in sectors that often overlap with warehousing, such as construction, manufacturing, and support services.

This is more than a short-term labour market fluctuation. A long-term insights briefing from the Ministry of Business, Innovation and Employment (MBIE) highlights that of the 513,000 young people aged 16 to 24 in New Zealand, an estimated 113,000, or around 22 percent, are likely to spend more than half of those years in limited or no employment. Māori and Pacific communities are disproportionately affected. Māori make up 35 percent of that group, while Pacific peoples account for 15 percent. These young people aren’t just missing out on jobs. They’re missing out on routine, training, confidence, and the longer-term benefits of secure work.

The warehousing sector, meanwhile, is becoming increasingly digitised. RF scanners, warehouse management systems (WMS), SAP dashboards, and other digital tools are now commonplace. However, while most young people are comfortable using smartphones and apps, many have never been exposed to workplace technology. This disconnect between digital fluency and workplace readiness is a growing challenge. Alen Levis, Director of Indus Recruitment, explains: “We find a lot of young candidates are digitally fluent, but unsure how to apply that in a warehouse setting. With the right intro, they pick it up quickly.”

Work experience appears to be one of the most effective ways to bridge this gap. A recent article from RNZ highlighted that teenagers who gain real-world experience during school are significantly more likely to be employed by age 20. These placements build workplace confidence, familiarity with expectations, and a smoother transition into long-term employment, especially for students not pursuing tertiary education. Employers who offer even a few days of work experience are helping to break down barriers. One South Auckland operations manager noted, “Our best picker started as a school-leaver in work experience. He’s now on the leadership track.”

Choosing not to invest in younger workers might feel like the safer move, but it carries serious long-term risks. The industry could face future talent shortages, gaps in digital capability, and higher recruitment costs due to mismatched hires and poor retention. Without structured pathways into work, a whole generation of potential talent may be left behind just when the industry needs them most.

While employers have a crucial role to play, young people themselves can take practical steps to improve their readiness. Free or low-cost online training platforms like LinkedIn Learning, Coursera, or even YouTube tutorials offer introductory lessons on warehouse systems, inventory control, and workplace safety. Signing up for part-time or temp roles that involve RF scanning, stocktaking, or logistics support, even in retail, can build transferrable experience. Attending job expos, joining work-ready programs through local training providers or community organisations, and proactively asking about work experience opportunities can also demonstrate motivation and initiative.

A digitally capable 18-year-old with the right attitude and even a few hours of WMS exposure can quickly become a valuable team member. But they need someone to open the door.

Warehousing has the potential to be a gateway to meaningful, long-term employment for young people. But only if the sector actively opens that gate. Employers don’t need to lower their standards; they simply need to build better onramps. And young people, in turn, can step up, seek out support, and equip themselves to take that first step.

If industry, recruiters, schools, and job seekers work together, we can make sure no one is left behind at the loading dock.