Australian accounting firms continue to face persistent talent pressures in 2026, with ongoing demand for skilled professionals outpacing supply in many areas. Recent surveys highlight that flexibility and work-life balance have become essential factors — often ranking alongside or above remuneration — when accountants evaluate roles or decide to stay. For firm leaders navigating recruitment and retention in a competitive market, understanding these priorities provides a clear path to strengthening their workforce.
Data from professional bodies shows that offering thoughtful flexible arrangements can improve attraction of new talent while reducing voluntary turnover among existing staff, particularly in demographics where these options matter most. This approach supports long-term stability without relying solely on salary adjustments.
Current Talent Landscape in Australian Accounting
Jobs and Skills Australia reports indicate that accounting and related occupations remain in high demand, with forecasts projecting significant net increases needed through to 2030 — including thousands of additional roles annually to meet growth and replacement needs. While some shortage pressures have eased in certain professional areas, gaps persist, driven by factors such as retirements, limited graduate pipelines, and competition from other sectors offering perceived better balance.
The CA ANZ Remuneration Survey 2025/26, based on over 4,100 responses from members in Australia and New Zealand, underscores that non-financial benefits now play a central role. Flexibility, meaningful work, manageable workloads, and supportive culture rank highly for both attraction and retention. Notably, nearly a third of respondents favoured improved work-life balance over salary increases, while options like working from home, flexible start/finish times, and reasonable workloads were especially valued by women and younger professionals.
These findings align with broader trends in professional services, where hybrid and flexible models help firms stand out in a market where talent has more choices. Employers who prioritise these elements often report stronger engagement and lower turnover, contributing to better continuity in client service and knowledge retention.
Why Flexibility Drives Attraction and Retention
Flexible arrangements address key pain points that drive accountants away from the profession or toward competitors. The CA ANZ survey reveals that work-life balance has risen in importance, with many respondents indicating it influences their decision to join or remain with an employer. For younger staff entering the field and women balancing career and family responsibilities, remote/hybrid options and adaptable hours provide practical support that traditional rigid structures often lack.
In a context where fair pay remains expected but insufficient alone, flexibility acts as a differentiator. The survey notes that supportive leadership and organisational pride also factor heavily in retention, but flexible policies signal a culture that respects personal commitments — a message that resonates strongly in talent-short markets.
Practical benefits include reduced burnout risk during peak periods, better mental health, and improved overall satisfaction, all of which contribute to higher productivity and loyalty over time. Firms that adapt to these expectations position themselves more favourably against those that do not.
Actionable Steps for Firm Leaders
Begin by reviewing current policies against employee feedback — conduct anonymous surveys to identify preferred arrangements, such as hybrid ratios, core hours, or remote eligibility for specific roles. Use this data to design guidelines that balance client needs (e.g., in-person meetings for complex advisory) with staff preferences.
Communicate clearly and consistently about available flexibility, including how it integrates with performance expectations. Train managers to support and role-model these arrangements, ensuring they do not inadvertently limit career progression. Track outcomes through metrics like voluntary turnover rates, time-to-fill vacancies, and engagement scores to refine approaches over time.
Consider complementary strategies, such as professional development opportunities or wellbeing initiatives, to reinforce the appeal of flexible work. Many practices find that combining hybrid options with structured support yields measurable improvements in both attraction and long-term retention.
Firms that successfully integrate flexible arrangements often unlock greater capacity for advisory focus and growth. Some extend this by incorporating global team support for routine tasks, providing additional scalability while preserving onshore expertise for client-facing priorities. For helpful context on preparing for such arrangements, see our guide: how to prepare for accounting outsourcing success or the BOSS Outsourced Accounting FAQ.
Sources
CA ANZ Remuneration Survey (2025/26).
Jobs and Skills Australia Occupation Shortage List and employment trends (2025–2026).
CA ANZ Diversity, Equity and Inclusion Survey insights on flexible working (2025).
Industry reports on talent attraction and retention in Australian accounting (2025–2026).
Frequently Asked Questions
Why is flexibility now as important as pay for accountants?
CA ANZ’s 2025/26 Remuneration Survey shows nearly a third of respondents prefer work-life balance over salary increases, with flexible options like remote work and manageable hours ranking highly for attraction and retention.
Which groups value flexible work most in accounting?
Women and younger professionals particularly prioritise flexible arrangements, including working from home and adaptable start/finish times, according to CA ANZ survey data from over 4,100 members.
How do talent shortages impact Australian accounting firms?
Jobs and Skills Australia forecasts ongoing demand with net increases needed through 2030, driven by retirements and limited new entrants, making retention and attraction critical for capacity and service continuity.
What practical steps can firms take to improve retention?
Survey staff preferences, design clear hybrid policies, train managers to support flexibility, and track metrics like turnover and engagement to refine arrangements that align with both business and employee needs.
Does offering flexibility affect career progression concerns?
Some surveys indicate gaps in perceived support or progression impact; firms can address this by role-modelling flexible leadership and linking policies to performance outcomes rather than presence.
Further Reading
Explore more insights on the challenges facing Australian accounting firms and practical steps to address them:
