Hybrid and flexible work arrangements have stabilised across Australian workplaces in 2025–2026, including in professional services like accounting. With talent shortages persisting and work-life balance rising as a key priority for professionals, many firm leaders are evaluating whether hybrid models deliver real productivity benefits or introduce unnecessary risks. Recent surveys from AHRI, CA ANZ, and international benchmarks provide clear insights into self-reported gains, satisfaction levels, retention effects, and accounting-specific considerations to guide policy decisions.
The data shows hybrid approaches — typically blending office and remote days — maintain or enhance output for many, while supporting employee well-being and attraction in a competitive market. However, perceptions vary between employers and staff, and success depends on implementation tailored to the demands of compliance, collaboration, and client service.
Productivity Insights from Recent Australian Reports
The Australian HR Institute’s Hybrid and Flexible Working Practices Report 2025, based on nearly 1,000 employer responses nationwide, indicates hybrid patterns have held steady since 2023 with no major shift toward full office mandates. Notably, 45 per cent of employers perceive a positive effect on productivity levels from hybrid arrangements, compared to only 11 per cent who report a negative impact. This perception aligns with broader benefits cited, including improved work-life balance for 65 per cent of respondents, higher retention rates for 44 per cent, and stronger candidate attraction for 41 per cent.
Over 70 per cent of organisations plan to maintain or increase hybrid support in the coming years, reflecting confidence in its sustainability. For accounting firms, where routine compliance tasks benefit from focused remote time and advisory or team discussions thrive in person, this balance appears particularly relevant. Employers often note that hybrid reduces distractions for deep work while preserving essential face-to-face interaction.
Complementing local findings, updated Stanford research (Nicholas Bloom and colleagues, 2024–2025) on hybrid models — such as two days working from home — shows equivalent productivity to full office setups, with no measurable decline. Resignations dropped significantly (around 33 per cent in studied cases), and job satisfaction rose, without compromising performance metrics. While not Australia-specific, these results resonate in professional services contexts where knowledge work predominates.
Employee Satisfaction and Retention in Accounting
The CA ANZ Remuneration Survey 2025/26, drawing from over 4,100 members across Australia, New Zealand, and overseas, highlights flexibility as essential beyond remuneration. Work-life balance, manageable workloads, and options like working from home rank highly for attraction and retention, with women particularly prioritising flexible arrangements and remote possibilities. The survey notes a potential disconnect where some workplaces reduce remote options, yet employee preferences remain strong for hybrid setups that support personal commitments.
In accounting, where long hours during peak periods contribute to burnout risks, hybrid models help mitigate this by allowing better boundary management. Industry observations confirm that firms offering reasonable flexibility see improved staff engagement and lower turnover, aiding continuity in client relationships and knowledge transfer. This matters in a market where Jobs and Skills Australia continues to list accounting roles as in demand.
Accounting-Specific Nuances and Considerations
While general professional services show high hybrid adoption — often with finance and accounting leading in work-from-home rates — the profession’s emphasis on accuracy, regulatory compliance, and collaborative reviews requires thoughtful application. Hybrid supports focused tasks like reconciliations or report preparation remotely, but complex audits or client advisory sessions often benefit from in-person alignment to maintain quality and build trust.
Employer caution persists in some areas, with surveys like Robert Half’s 2025 findings indicating a gap: 63 per cent of employees view hybrid as positively impacting their productivity, yet many employers remain wary and consider mandating more office time. For accounting practices, the key is measuring actual outputs — such as error rates, turnaround times, and client feedback — rather than presence alone.
Practical Steps for Firm Leaders
To assess hybrid suitability, start by reviewing internal data: track key metrics like month-end close efficiency, billable hours per FTE, and voluntary turnover before and after any flexible policy changes. Survey staff anonymously on satisfaction and perceived productivity to identify what works in your context.
Implement structured hybrid guidelines — for example, core collaboration days in office combined with flexible remote periods — and invest in reliable tools for secure file sharing and real-time communication. Regularly review arrangements, perhaps quarterly, adjusting based on performance and feedback to ensure compliance standards remain met.
Firms that thoughtfully integrate hybrid often find greater capacity for high-value advisory work. Some extend this flexibility further by incorporating global team support for routine tasks, allowing onshore professionals to focus on client-facing priorities while maintaining seamless workflows.
For helpful context on extending flexibility sustainably, see our guide: how to prepare for accounting outsourcing success or the BOSS Outsourced Accounting FAQ.
Sources
AHRI Hybrid and Flexible Working Practices Report (2025).
CA ANZ Remuneration Survey (2025/26).
Stanford Institute for Economic Policy Research hybrid work updates (2024–2025).
Robert Half Australia hybrid productivity survey insights (2025).
Adecco Group flexibility perceptions Australia/New Zealand (2025).
Frequently Asked Questions
Does hybrid work actually reduce productivity in accounting firms?
Recent AHRI data shows 45% of employers report positive productivity effects from hybrid, with only 11% noting negatives; Stanford findings confirm hybrid maintains equivalent output to full office in knowledge work.
How important is flexibility for retaining accounting talent in 2026?
CA ANZ’s 2025/26 survey indicates work-life balance and flexible options rank highly for attraction and retention, often alongside or above pay, particularly for women and younger professionals.
Are there differences in hybrid perceptions between employees and employers?
Yes, surveys like Robert Half 2025 highlight that 63% of employees see positive productivity impacts, while some employers remain cautious and consider more office mandates.
What hybrid ratio works best for accounting practices?
Structured models like 2–3 office days per week support collaboration and compliance needs while allowing focused remote work; tailor based on your firm’s metrics and feedback.
Should firms survey staff before adopting hybrid policies?
Yes, anonymous surveys on satisfaction, productivity perceptions, and preferred arrangements provide data to design effective, sustainable models that align with team realities.
