Beyond the Paycheck: Flexibility and Work-Life Balance Emerge as Key Retention Drivers for Chartered Accountants, Survey Reveals

A new comprehensive survey of the chartered accountancy profession has revealed a significant shift in priorities, with work-life balance and flexible working conditions now ranking as high as, or even higher than, traditional financial remuneration for many professionals.

The Chartered Accountants Australia and New Zealand (CA ANZ) 2025/26 Remuneration Survey, which gathered insights from more than 4,100 members globally, paints a picture of a profession in transition. The findings underscore that employers must look beyond salary alone to recruit and retain high-performing staff in a competitive market.

"The narrative is changing," said CA ANZ CEO Ainslie van Onselen. "While understanding remuneration benchmarks remains crucial, our members are clearly signalling that the non-financial benefits of employment—flexibility, meaningful work, and a supportive culture—are what they value most in the long term."

The survey highlighted the immense diversity of modern CA careers, with respondents reporting over 660 distinct job titles—from traditional C-suite roles to positions like Cybersecurity Director, Sustainability Leader, and Tribe Performance Lead.

Remuneration: A Study in Contrasts

This year's pay data presented a mixed picture. In Australia, the not-for-profit sector led with an 8% rise in median remuneration, while the corporate sector saw a slight decline. Conversely, in New Zealand, corporate sector pay grew the most at 6%, with not-for-profit increases at 3%. Notably, younger members (aged 20-29) were most likely to receive pay rises exceeding 10%, with 21% of that cohort achieving such increases.

The Retention Equation: More Than Money

Perhaps the most telling statistic is that approximately one-third of respondents are considering leaving their current employer within the next year. The survey identifies the antidotes: flexible working, reasonable workloads, remote work options, clear career pathways, and a positive workplace culture.

"Fair compensation, strong leadership, and organisational pride are the top retention drivers," added Onselen. "When these are absent, talent begins to look elsewhere."

Persistent Gap, Diverging Priorities

The survey also pointed to a stubborn gender pay gap, estimated at 24% in New Zealand and 14% in Australia. It further suggested a divergence in priorities: while both men and women value flexibility, women continue to place a higher premium on flexible arrangements and remote work. Men, meanwhile, were more likely to rank meaningful work and clear career progression as particularly important.

Expert & Member Reactions

Michael Chen, a Finance Director in Sydney: "This data confirms what we've seen on the ground. The pandemic permanently reshaped expectations. Offering flexibility is no longer a perk; it's a baseline requirement for a competitive employer brand."

Priya Sharma, a CA and working mother in Auckland: "Finally, the conversation is moving beyond just the pay gap. The fact that women disproportionately value flexibility speaks to the uneven burden of care responsibilities. Real change requires addressing these structural issues, not just offering WFH as a band-aid solution."

David Rigby, a Partner at a mid-tier firm: "There's a risk of reading this as employees becoming less driven. That's wrong. They're strategically driven towards holistic lives. Firms that fail to adapt their models to this new calculus of value will lose out in the war for talent."

An anonymous senior CA on social media (via 'CA Insights' forum): "So a third of us are planning to jump ship? Good! Maybe now the old guard will listen. We're tired of being told to be 'grateful' for mediocre raises while burning out. Flexibility isn't a 'priority'—it's a necessity. And that 'meaningful work' men are talking about? Try finding it when you're chained to a desk 60 hours a week."

The original survey data was published by CA ANZ. This analysis incorporates contextual industry trends.

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