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IRS reduced workforce 11% so far, TIGTA reports

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More than 11,400 Internal Revenue Service employees have either received termination notices as probationary employees or voluntarily resigned, representing an 11% reduction to the agency’s workforce, according to a report released Monday by the Treasury Inspector General for Tax Administration. 

In February, the IRS had around 103,000 employees, but that number has dropped by about 11% due to a series of executive orders from President Trump since his inauguration in January and the downsizing instigated by the Elon Musk-led Department of Government Efficiency, also known as the U.S. DOGE Service. Specifically, 7,315 probationary employees received termination notices, according to the report, and 4,128 employees were approved to accept the Deferred Resignation Program, a voluntary buyout program offered by the Trump administration, which has been rolled out in phases to IRS employees amid court challenges and appeals. Another 522 employees are pending approval under the program.

Monday’s report was TIGTA’s first on IRS workforce reductions and it focuses on the probationary employees identified for termination and the employees who voluntarily participated in the initial Deferred Resignation Program. TIGTA plans to periodically update the report to highlight further reductions, including the impacts of the second Deferred Resignation Program and Reductions in Force. The DRP allowed federal employees to voluntarily resign with pay through Sept. 30, 2025.  

In conjunction with the reduction in force, the IRS is offering three voluntary separation programs: the Treasury Deferred Resignation Program will mirror the benefits of the first DRP offering; the Voluntary Separation Incentive Payment; and the Voluntary Early Retirement Authority. In April, the IRS extended the TDRP offer to its employees. According to the IRS, over 23,000 employees have applied for the TDRP, and 13,124 were approved as of April 22. 

The report includes a look at the IRS business units affected by the layoffs and voluntary departures. The separations disproportionately impacted employees in certain positions. For example, approximately 31% of revenue agents left the IRS under the program, while 5% of information technology management departed. Revenue agents conduct examinations and audits by reviewing the financial records of individuals and businesses to verify what is reported, and they can work in several IRS business units examining different types of taxpayers. 

The Tax-Exempt/Government Entities division lost 31% of its staff, representing 694 employees, while the Large Business and International division lost 25%, or 1,733 employees. The Small Business/Self-Employed division lost 23% of its staff, or 5,765 employees. In contrast, 7% of the Human Capital Office (207 employees), 5% of IT (450 employees) and 4% of taxpayer services (1,714 employees) were affected.

In March, a federal court ruled that the probationary employees needed to be reinstated. The IRS recalled the terminated employees but put them on paid administrative leave. There have since been various court cases challenging the terminations and reinstatements. “Currently, it is unclear what the final disposition will be for probationary employees who received termination notices.” 

Most of the 7,315 probationary employees who received termination notices had less than one year experience with the IRS, according to the report, and 6,669 employees had one year of service or less, while 615 employees had between one and five years of service, and 31 employees had more than five years of service. 

“The termination of probationary employees will have a greater impact on certain age groups within the IRS workforce,” said the report. The probationary employees who received termination notices tended to be under the age of 40, including 549 probationary employees who were less than 25 years old, representing 14% of all IRS employees in that age group. 

Various estimates have been given of the number of IRS employees who will ultimately be affected by the layoffs, ranging from about 20% to 50%. The budget proposal released last week by the Trump administration would cut $2.5 billion from the IRS budget, following on the heels of clawbacks of about half of the $80 billion in extra funding that was supposed to be provided to the IRS under the Inflation Reduction Act of 2022.

Amid all the turmoil this year, the IRS has also seen a number of high-profile departures, including former commissioner Danny Werfel and former acting commissioners Douglas O’Donnell, Melanie Krause and Gary Shapley.

Some former IRS employees and government accountants may be attractive hires by accounting firms and departments that need to fill their ranks amid the ongoing talent shortage.

“We’re certainly seeing more interest in the hiring of former IRS employees and government accountants in conversations we’re having with clients, and this tracks given the current talent shortage in both the finance and accounting fields,” said Kyle Allen, executive vice president of sales and recruiting for Vaco by Highspring, a recruiting and staffing firm. “These folks bring strong regulatory and audit experience to the table, and their insider knowledge of tax compliance is a big plus for private companies. They can often jump into roles like compliance or advisory work quickly, which is a huge benefit. It’s not a silver bullet for the talent gap, but having more qualified professionals in the mix is definitely a step in the right direction.” 

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Accounting

SEC’s Semiannual Reporting Proposal Faces Investor Pushback: What CFOs Need to Know

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U.S. Securities and Exchange Commission (SEC)

A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.

What the SEC Proposed

According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.

The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.

Why Investors Are Pushing Back

Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.

Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.

Lessons From the U.K. Experience

The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.

Practical Implications for Finance Teams

Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.

Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.

What to Watch Next

The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.

Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.

 

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Accounting

AI-Driven Automation and Continuous Accounting Frameworks

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The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.

The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.

Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.

Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.

Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.

Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.

Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.

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Accounting

Global ESG Reporting Standards and Double Materiality Compliance

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Corporate accounting departments face expanding reporting expectations as international sustainability disclosure standards achieve regulatory enforcement across major global jurisdictions. Chief Accounting Officers (CAOs) and corporate controllers are establishing rigorous internal accounting controls to treat Environmental, Social, and Governance (ESG) metrics with the same data precision, auditability, and governance as traditional financial statements.

Regulatory Harmonization Under Global Sustainability Frameworks
The implementation of standardized sustainability reporting frameworks—notably rules established by international sustainability accounting boards—has created unified expectations for public and large private enterprises. Corporations must report standardized metrics covering greenhouse gas emissions (Scope 1, 2, and material Scope 3), energy utilization, workforce demographics, and supply chain governance.

In Europe and other participating international jurisdictions, double materiality principles are mandatory. Under double materiality, organizations must report both how external sustainability risks impact corporate financial performance, and how internal corporate operations affect surrounding environmental and social structures.

Integrating Sustainability Metrics into Core ERP Systems
To provide auditable non-financial data, enterprise organizations are integrating specialized carbon accounting and ESG management platforms directly into core ERP systems. Automated data collectors capture energy utility invoices, logistics fuel consumption metrics, and vendor compliance records in real time.

Establishing automated, traceable data pipelines ensures that non-financial reporting is supported by clear audit trails. This structured approach allows external financial auditors to provide reasonable assurance on sustainability disclosures during annual corporate reporting cycles.

Financial Impacts and Capital Market Disclosure
Accurate ESG reporting directly influences corporate cost of capital and institutional credit ratings. Commercial lenders and institutional asset managers systematically incorporate sustainability metrics into risk pricing models. Companies that demonstrate transparent, verifiable progress in operational energy efficiency and climate risk mitigation benefit from expanded access to green bond markets and lower debt pricing.

Action Steps for Accounting Leadership
1. Implement Double Materiality Frameworks: Conduct comprehensive assessments to identify material financial and operational sustainability metrics.
2. Build Auditable Non-Financial Data Pipelines: Automate ESG data collection within core accounting software to ensure data integrity.
3. Align Sustainability with Annual Financial Filings: Prepare non-financial disclosures concurrently with financial statements to satisfy regulatory audit expectations.

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