Australian accounting firms continue to grapple with a persistent talent shortage, but they are not alone in facing this challenge. Comparable markets in the UK, Canada, and New Zealand have encountered similar shortages of qualified accountants in recent years. Each country has adopted different strategies to address the issue, ranging from immigration adjustments to expanded training incentives and greater use of technology. These approaches offer useful points of comparison for Australian practices seeking ways to manage their own capacity constraints.
Public reports from professional bodies and government agencies provide clear evidence of the problem across borders. Shortages have affected recruitment, retention, and service delivery in each location. While the underlying causes share some similarities, the responses vary according to local policy frameworks and economic conditions. Understanding these differences can help firms consider what might work in the Australian context.
Shortage Severity Across the Four Markets
Recent data shows that accountant shortages remain widespread. In the UK, the Office for National Statistics and professional bodies such as ACCA and ICAEW have reported ongoing vacancies in practice roles, particularly in tax and audit. Canada’s Job Bank and CPA Canada indicate persistent demand for accountants, especially in public practice and smaller firms. New Zealand faces comparable pressures, with Chartered Accountants Australia and New Zealand noting shortages in both metropolitan and regional areas. Australia’s Jobs and Skills Australia Occupation Shortage List continues to include several accounting roles as in high demand.
These shortages have not arisen overnight. Declining enrolments in accounting programs, combined with retirements and competition from other sectors, have reduced the supply of qualified professionals. In all four countries, firms report difficulty filling mid-level and senior positions. Entry-level roles also prove challenging, as graduates often pursue opportunities outside traditional practice. The result is increased workload for existing staff and longer lead times for client deliverables.
Key Responses in the UK
The UK has focused on immigration policy adjustments to address the shortage. Following changes to the Skilled Worker visa route, accounting roles have remained on the eligible occupations list. Firms can sponsor overseas candidates more readily, particularly for roles where domestic supply falls short. Professional bodies have also expanded apprenticeship schemes, allowing firms to train staff while they work. Some practices report that these measures have improved recruitment timelines, although administrative costs remain a consideration.
Training incentives have played a role as well. Government funding supports apprenticeships and continuing professional development. Larger firms often use these programs to build internal pipelines. Smaller practices sometimes find it harder to participate due to resource constraints. Automation adoption has increased, with many firms implementing software for routine compliance tasks. This has helped reduce pressure on junior staff, though it requires investment in training and integration.
Approaches in Canada
Canada has relied on immigration pathways to supplement domestic supply. The Express Entry system and Provincial Nominee Programs prioritise skilled occupations, including accountants. CPA Canada has advocated for streamlined recognition of international qualifications. Firms in provinces with high demand benefit from these arrangements, although processing times can still delay hiring.
Professional development receives significant attention. CPA bodies offer structured training programs and bridging courses for internationally trained accountants. Many firms participate in co-operative education programs with universities, providing students with practical experience. Automation tools have gained traction, particularly for data processing and reporting. Practices report improved efficiency, though smaller firms often adopt these solutions more slowly due to cost and implementation challenges.
Strategies in New Zealand
New Zealand has adjusted immigration settings to attract skilled accountants. The Green List includes accounting roles, allowing faster visa processing for eligible candidates. Chartered Accountants Australia and New Zealand supports these changes and provides guidance on qualification recognition. Firms benefit from quicker access to overseas talent, particularly for specialist roles.
Training and retention initiatives are also in place. Tertiary providers offer work-integrated learning, and professional bodies run development programs. Some practices use offshore support for routine tasks, freeing onshore staff for client-facing work. Automation has helped manage compliance workloads. Smaller firms report that these measures help maintain service levels, though recruitment still requires effort.
Observations for Australian Firms
Each country demonstrates that a combination of approaches can help manage shortages. Immigration adjustments provide immediate relief, while training incentives build long-term capacity. Automation reduces routine workload, allowing staff to focus on higher-value tasks. Firms that adopt multiple strategies tend to experience better outcomes. Australian practices can consider similar measures, tailored to local conditions and regulations.
BOSS has supported firms for over 20 years. Our offshore accounting teams can support Australian firms in two key ways during this period. Shortages often increase pressure on routine compliance and reporting tasks. Offshore teams, experienced and compliant, handle these responsibilities reliably. This allows onshore staff to concentrate on client relationships, advisory services, and knowledge transfer. Firms maintain consistent service delivery without relying solely on local recruitment.
Capacity constraints also affect workload distribution. Offshore support provides additional resources quickly, without extended hiring processes. Practices reduce overtime, avoid delays, and minimise write-offs or client dissatisfaction. This approach helps sustain operations while broader workforce challenges persist.
For more details on preparing for outsourcing, visit our page on how to get ready for accounting outsourcing success. You can also review the BOSS Outsourced Accounting FAQ or contact us at Contact BOSS for Offshore Accounting Services.
Sources
Jobs and Skills Australia, Occupation Shortage List (2025).
CPA Canada workforce reports and immigration updates (2025).
Chartered Accountants Australia and New Zealand, Green List guidance (2025).
UK Office for National Statistics and ACCA/ICAEW vacancy reports (2025).
Frequently Asked Questions
How is the UK addressing its accountant shortage?
The UK has introduced accelerated apprenticeship pathways, expanded graduate visa schemes for international talent, and increased funding for professional qualifications through bodies like ICAEW and ACCA. Firms are also partnering with offshore providers for routine compliance work.
What strategies has Canada used to manage its accounting talent gap?
Canada has focused on immigration programs (Express Entry for skilled accountants), expanded CPA Canada bridging programs for internationally trained professionals, and promoted remote work to attract talent from other provinces and countries.
How is New Zealand tackling similar shortages in the profession?
New Zealand offers streamlined visa pathways for accountants, expanded CA ANZ training scholarships, and encourages offshore support for back-office tasks. Firms are investing in technology and upskilling to reduce reliance on entry-level roles.
Are there common themes across the UK, Canada, and NZ approaches?
Yes — all three countries combine immigration incentives, professional upskilling programs, and offshore support to bridge immediate gaps while building long-term domestic pipelines. Technology adoption is also a shared focus to boost productivity.
How does Australia compare to these countries in handling the shortage?
Australia relies more heavily on offshore teams and domestic upskilling, but has been slower on immigration pathways and apprenticeship expansion compared to the UK, Canada, and NZ. Firms here can adopt similar strategies to improve capacity and talent attraction.
