FB

Accounting Market Trends and Salary Benchmarks: A Public Practice Insight

by | Oct 26, 2026 | Accountancy, Audit, CA jobs

Rising Demand and Market Realities

The latest Tyler Wren Salary and Benefits Guide confirms the market increase that accountants across New Zealand Public Practice are seeing. Businesses are starting to look for more high value advisory along with their compliance, keeping firm workloads busy. As market conditions improve, accounting firms are actively bringing in new talent to manage their expanding client accounts.

The Rebound To Public Practice

Around 30% of accountants who left public practice for commercial are now making their way back. These returners are placing value on workflow variety, security and the supportive team culture that often comes with CA firms. Accountants are also seeking a return as the commercial salary is often smaller than what is originally expected. Returning accountants often make this transition in within their first two years.

The Benefits Divide

Over 90% of our surveyed professionals prioritise flexible working hours, proving this to be the leading expectation within the market. 50% of firms are offering at least one work from home day a week so this has become standard practice for accounting firms competing for top talent. However, we still see a significant gap between candidate priorities and benefits being offered by employers. Extra annual leave shows another disconnect with 80% of the market searching for it.

Drivers Behind Career Moves

Salary remains one of the biggest motivators for accountants looking to move, with over 50% expressing concerns with their current pay. The majority of the market surveyed received either no raise or an increase below $5,000. This leaves remuneration and benefits as the primary catalyst for active job seekers. Practices that keep compensation in line with current market rates are better positioned to retain experienced talent.

The Qualification Edge

Employers often cover annual professional association fees but staff often face roadblocks in their qualification journey. Barely 30% of emerging accountants receive financial assistance for their study modules, forcing them to seek more educational funding. Study support is another blind spot across the sector. Practices that are subsidising professional qualifications are attracting and retaining their early career talent.

Where Do You Stand

To find out where you stand in today’s market or stay ahead of hiring trends, download the full 2026/2027 Accounting Salary & Benefits Guide. Whether you are planning your next career move, gauging your current remuneration or looking to attract top talent, having access to up to date market insights is essential.

Find out more about Tyler Wren’s:

  • Legal Recruitment here (AU)
  • Legal Recruitment here (NZ)
  • Risk and Compliance Recruitment here (NZ)
  • Risk and Compliance Recruitment here (AU)
  • General Insurance and Broking Recruitment Here
  • Public Practice Recruitment Here (NZ)
  • Public Practice Recruitment Here (AU)
  • Banking and Finance Recruitment Here
  • Wealth Management Recruitment Here
  • Life and Health Insurance Recruitment Here
  • Actuarial Recruitment Here

Follow us: LinkedIn   Facebook  Instagram

Here at Tyler Wren, we know good people know good people. We offer a referral bonus if you refer someone to Tyler Wren, with whom we secure a new role. Click here to find out more and to refer a friend.

#TylerWrenAccounting #TylerWrenPublicPractice #TylerWren #TylerWrenCareers

Frequently Asked Questions

1. Why is there a rising demand for accountants in New Zealand public practice?

Businesses are increasingly seeking high value advisory services alongside compliance work. As commercial market conditions improve, practices are actively hiring new talent to manage expanding client accounts.

2. Why are commercial accountants returning to public practice?

Around 30% of accountants who left for commercial roles are returning due to workflow variety, job security, and the supportive team cultures typical of CA firms.

3. What is the biggest disconnect between accounting employers and candidates regarding benefits?

Over 90% of professionals prioritise flexible working hours and 80% seek extra annual leave, yet a significant gap remains between these candidate priorities and what employers actually offer.

4. What is the primary driver behind career moves in the accounting sector?

Remuneration is the main catalyst. Over 50% of accountants express concern with their current pay, and the majority surveyed received either no raise or an increase below $5,000.

5. How can accounting practices improve attraction and retention of early-career talent?

Practices can subsidise study modules and professional qualifications. Currently, barely 30% of emerging accountants receive financial assistance for their coursework, making educational funding a major retention tool.

6. What is the current standard for remote work in public practice accounting?

Offering at least one work-from-home day per week has become the baseline standard for firms competing for top talent.

7. How do regional accounting practices compete with main centre firms for talent?

Regional practices secure talent largely through lifestyle appeal, while main centre firms primarily lead on higher starting salaries.