Firm Employee Expectations 2025

Remote work is no longer a perk; it’s a baseline expectation. After the global pandemic proved the feasibility of remote and hybrid work models, accounting professionals now seek employers who offer flexible arrangements that fit their lifestyles. Employee surveys regularly conclude a large majority of professionals consider flexibility a top factor when evaluating job opportunities.

Key features employees expect include:

• Hybrid work models: The ability to balance in-office collaboration with remote work.

• Customizable schedules: Flexibility to set working hours that accommodate personal commitments.

• Remote work infrastructure: Robust tools and platforms for seamless virtual collaboration, such as Zoom, Microsoft Teams, and cloud-based accounting software such as QBO, Xero, and Botkeeper.

Firms unwilling to adapt risk losing top talent to competitors that embrace these changes.

Key Question: How can we balance employee flexibility with maintaining team collaboration and productivity?

2. Technology to Reduce Repetitive Tasks

Accountants’ traditional roles often involve labor-intensive tasks like data entry, reconciliation, and invoice processing. With advancements in automation and artificial intelligence (AI), employees now expect their firms to leverage technology that eliminates mundane work and allows them to focus on higher-value activities.

Examples of sought-after tech solutions:

• AI-powered bookkeeping software: Tools like Botkeeper automate bookkeeping tasks.

• Workflow management platforms: Solutions like Karbon and Monday.com streamline project tracking and collaboration.

• Predictive analytics tools: Software that offers data-driven insights to improve decision-making and client advisory services.

Firms that invest in technology not only boost employee satisfaction but also improve efficiency and profitability.

Key Question: Which tasks do our employees find most repetitive/least engaging, and what technologies can we adopt to automate them?

3. Opportunities for Continuous Learning and Growth

With the rapid pace of change in accounting standards, technology, and client expectations, employees value workplaces that prioritize professional development. In 2025, accounting professionals are looking for firms that offer:

• Training programs: Access to courses on emerging topics like blockchain, sustainability reporting, and advanced data analytics.

• Certifications: Support for obtaining credentials such as CPA, MBA, or specialized tech certifications.

• Mentorship and coaching: Guidance from senior professionals to navigate career paths and develop leadership skills.

Offering these opportunities demonstrates a firm’s commitment to employees’ long-term success.

Key Question: What skills or certifications do our employees want to develop, and how can we support their professional growth?

4. A Focus on Work-Life Balance and Well-Being

Burnout remains a significant concern in the accounting profession, especially during busy seasons. Employees expect their workplaces to prioritize their well-being by fostering a healthy work-life balance. Some ways firms can meet this expectation include:

• Reasonable workloads: Avoiding excessive overtime by hiring adequate staff and optimizing workflows.

• Mental health support: Providing access to counseling services and wellness programs.

• Time-off policies: Offering generous paid leave and encouraging employees to use it.

Workplaces that actively address burnout and stress earn loyalty and respect from their teams.

Key Question: What specific steps can we take to reduce burnout and promote mental health within our team?

5. Diversity, Equity, and Inclusion (DEI) Initiatives

Today’s workforce places a high value on inclusivity and fairness. Employees want to work for firms that not only preach diversity but also practice it. DEI expectations for accounting firms in 2025 include:

• Transparent hiring practices: Ensuring diverse candidate pools and unbiased selection processes.

• Equitable advancement opportunities: Creating clear pathways for promotions and recognizing merit across all demographics.

• Inclusive culture: Encouraging open dialogues and fostering a sense of belonging for all employees.

Accounting firms with strong DEI initiatives enhance employee morale and attract top-tier talent from diverse backgrounds.

Key Question: How can we ensure our DEI efforts are impactful and foster a sense of belonging among all employees?

6. Clear Career Progression Paths

Clarity in career advancement is critical for retaining ambitious accounting professionals. Employees expect firms to provide:

• Defined promotion criteria: Transparent benchmarks for advancing to roles like senior accountant, manager, or partner.

• Regular feedback: Structured, objective performance reviews and constructive guidance.

• Leadership opportunities: Chances to take on responsibilities that prepare employees for future roles.

When employees see a clear path forward, they are more likely to stay and grow within the firm.

Key Question: Are our promotion criteria transparent and motivating, and do employees feel they have opportunities for advancement?

7. A Positive Workplace Culture

Culture matters more than ever. Employees expect accounting firms to foster an environment where collaboration, innovation, and respect thrive. Key cultural elements include:

• Open communication: Regular town halls, team meetings, and feedback channels.

• Recognition and rewards: Celebrating achievements through bonuses, awards, or public acknowledgment.

• Team-building activities: Organizing social events to strengthen bonds among colleagues.

A vibrant culture can be a firm’s secret weapon for retaining and attracting talent.

Key Question: What aspects of our culture resonate with our employees, and where can we improve to enhance engagement?

8. Corporate Social Responsibility (CSR)

Today’s workforce wants to work for organizations that contribute positively to society. Accounting firms can meet this expectation by:

• Supporting community initiatives: Encouraging employees to participate in volunteer activities or fundraising events.

• Sustainability efforts: Adopting environmentally friendly practices and policies.

• Ethical business practices: Upholding integrity in all dealings with clients and stakeholders.

A strong CSR commitment aligns with employees’ values and builds pride in their workplace.

Key Question: Which CSR initiatives align with our employees' values and would make them proud to represent our firm?