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Looking through Gen Z accountants’ eyes

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Gen Z wants a seat at the table, but they’re evaluating their employers just as much as their employers are evaluating them.

As accounting firms compete to recruit and retain top young talent amid an ongoing CPA shortage, understanding their wants and needs in the workplace is paramount. Work-life balance, professional development, and transparency rank at the top of the list. Simultaneously, they seek stability amid the turbulence of political and economic uncertainties, a tightening job market, higher interest rates, and rising costs of living.

But in order to attract young talent, the first step is removing the stigma around the talent.

“I think Gen Z gets a bad rap in some ways, rather unfairly,” said Bonnie Buol Ruszczyk, founder of BBR Consulting and president and manager of the Accounting MOVE Project. “I think they have a much healthier view of what a workplace should be than, say, Gen X and even some millennials. … They want to work to live rather than living to work, so they want clearly defined, ‘This is what I expect of you,’ and they also want recognition and opportunity to advance, and they may want that on a quicker schedule than what firms are typically doing.”

(Read more: Meet our 2025 Best Firms for Young Accountants.

“Removing the stigma around assumptions for Gen Z is the best thing that firms can do when they’re meeting their future partners where they are, and continuing to invest in them,” said Liz Burkhalter, director of CPA pipeline at the American Institute of CPAs. “If you continue to invest, you’ll continue to get the best out of them.”

Lexi Weber, senior manager of emerging professionals initiatives at the AICPA, added, “They’re challenging those norms that we’ve been accustomed to: Is it appropriate to ask people to work overtime? To work weekends? They’re setting healthy boundaries, which I don’t think we’ve seen in the past so much. It’s not necessarily laziness, but it’s kind of a changing of the guard in terms of focusing on what employees want and making that known.”

Gen Z’s must-haves

As the accounting profession undergoes an evolution — from states passing legislation creating alternative paths to licensure, to the wide-spread implementation of technologies like artificial intelligence, to private equity investors entering the scene — young people are looking for firms they can trust to navigate those changes.

“I think they want a firm who is putting them first and has a people-first culture, but also a firm that is transparent in, what are your strategies leading into the future and how are we going to handle these complexities?” Weber said.

Transparency is the key word. Young people face a unique set of challenges that are far different from what their parents and previous generations faced, and that influence their attitude toward work. “I think there are a lot of mental pieces for them: How do I plan for the future? What is that going to look like?” Weber said. “Firms really need to be transparent with their employees as to, what is your three-year career plan that they have for you here? What are those pay grades, or salary ranges that you could potentially meet if you do X, Y and Z?”

Compensation is the No. 2 priority for young accountants when choosing a firm, following work-life balance, according to KPMG’s 2025 Intern Pulse Survey. But the accounting profession has historically lagged behind rival careers like finance and technology. Finance and tech typically offer fresh college graduates a higher starting salary, versus accounting’s bid of a lower starting salary in exchange for a promise of a much greater payout years down the road after they make partner.

“We have a lot of pressure from external organizations, outside of public accounting, that are coming in, giving lucrative offers for senior accountants because of the talent shortage,” Weber said. “So I think that they weigh that, as well as, ‘What is the opportunity for me from not only a growth in career development, but also monetarily, how can I leverage myself?'”

Another demand from young accountants is professional development. Especially with AI and automation taking over the mundane tasks that typically fell to new employees, young accountants are being forced to upskill faster than ever. However, in the past, firms have been less likely to invest as many resources into developing their young talent due to the perception that most people who enter public accounting leave within two or three years.

“It’s a bit of a double-edged sword,” Ruszczyk said. “Firms don’t necessarily want to spend the money [developing young talent] all the time because people are leaving early, but one of the reasons they’re leaving early is because they’re not getting that investment in them.”

(Read more: A balancing act for both firms and young staff.)

Investing in talent as soon as they walk in the door is a crucial retention tool that increases an employee’s loyalty, job satisfaction and engagement. Firms’ use of technology is also a no-brainer, and thus, a must-have for this digital-native cohort. Almost two-thirds (60%) of accounting interns think they are more experimental with AI tools compared to older generations, according to the KPMG survey.

“From the student perspective, I think it’s piquing their interest for sure,” Burkhalter said. “They want to understand how much technology accounting firms are using and that they will be leveraging when they get into their first role. It’s such an opportunity for them to leverage that technology and to continue to upskill themselves and get to those higher-order skills earlier on in their career.”

“Our investments in technology are letting our people really develop themselves and really focus on the risky areas and focus their time on what matters,” said Sandra Oliver, EY’s global assurance talent leader. “With the impact of technology, AI is allowing our people to excel in their skill development and focus on the things that matter. Technology transformation is really going to allow our young professionals to have the careers that they’ve been seeking.”

Gen Z unplugging

Experts highlighted that one of the biggest differences separating Gen Z from previous generations is their search for purpose in work.

“Younger people have a bigger sense of purpose as well about what they’re doing and why they’re doing it. They definitely want a career, they definitely want to work hard, but they definitely want to know why they’re doing what they’re doing,” Oliver said. “It’s not about separating time for work from time for the personal. It’s living your fullest life.”

“The No. 1 primary measure of success for the younger generation is around having a healthy physical and mental state,” according to Irmgard Naudin ten Cate, EY’s global talent attraction and acquisition leader.

From the employer’s perspective, fulfilling that need in the workplace can look like allowing for flexible work schedules, offering mental health resources and stress-relief activities during tax season, getting involved in local communities, and fostering employee resource groups.

“They actually like the idea of finding a place with a culture where they feel like they belong, where they contribute and stay there and grow,” Ruszczyk said. “But they’re also very quick to jump ship if what has been promised to them is not being delivered.”

Burnout and overwork is the leading reason accountants leave their firms, with 60% of respondents citing it in the 2025 Accounting MOVE Survey — but this year’s findings pointed to something slightly different, according to Ruszczyk: “The profession has always had a burnout issue and a busy season issue, but the overwork is something that feels a little bit different. And I think it’s because of the smaller talent pipeline, and people saying, ‘I’m not going to continue doing this every year.'”

Despite wanting a seat at the table, Gen Z is not picking a career and blindly sticking to it because custom says it’s the right thing to do.

“I can speak from my own experiences being an early career professional in a public accounting firm,” Burkhalter said. “I wasn’t sure if they were going to invest in me. I wasn’t sure if I had a seat at the table. I felt compelled to ensure that I had a seat at the table and made sure I was on a committee, but I also worked for an incredibly supportive firm. And so I think new accounting grads, as they are entering into the workforce, have an amazing opportunity in front of them because so many firms are understanding the talent gap that they’re experiencing, and they’re looking for ways to continue to retain their talent.”

“I think Gen Z is incredibly talented and bright. They just may have different priorities than the generations that are there before them,” she continued. “I think the firms that will be on Best [Firms] to Work For lead with a people-first mentality, and it’s meeting those new hires, those individuals that are just joining the firm, where they are, and ensuring that their priorities match the firm’s priorities.”

Even despite the current tightened job market, young accountants are still speaking out and pushing back on systems and traditions they don’t like. “I really like their adaptability,” Naudin ten Cate said. “I think a lot of other generations I see, they might not be as adaptable because they’ve not had as much change.”

She also finds Gen Z’s directness surprising and refreshing: “My teams are in all sorts of countries, and, of course, there’s nuances within the cultures, but I think that’s something that I think a lot of our early-career professionals learn when they’re in high school and on campus — they learn more to debate and discuss.”

“I really, really appreciate the fact that they are willing to push back,” Ruszczyk said, noting the challenge that it has created in intergenerational communication. “I think with Gen Z, often their reaction is to be like, ‘Well, I can go get a job down the street.’ And the firm leaders want to jump to, ‘Well, they’re just lazy,’ and that’s not going to create a conversation where we find a middle ground and are able to meet client needs. So I think everybody has to come to this with a bit more of an open mind. Let’s figure out people’s strengths and work with those.”

Derek Thomas, KPMG’s national partner-in-charge of university talent acquisition, has advice for young accountants looking to wield their power more effectively: “The thing that I always tell folks is that you have a bigger voice when you demonstrate that you’re capable and you’re able to get the job done, and you’re providing results. At the end of the day, it’s not just about having the numbers on your side, it’s about having the fact that you have results, that you’re showing yourself as a valued member of the team, and you’re making an impact. And I think when those types of employees are speaking up, they’re more likely to be heard, because they’re providing value to their organization. The organization wants to show them how much they’re valued.”

“I do see this generation come in ready to work,” Thomas continued. “I think it’s figuring out how to remotivate them; how do we work with them? I look at some reverse mentoring, too: How do I adjust how I’ve been doing things, seeing things through their eyes?”

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Are you ready for it? 4 steps to successfully integrate AI into your operations

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Over the last few years, AI has gone from being a novelty to a mission-critical business strategy for many accountants. Innovative, forward-thinking firms are using these tools to streamline manual tasks, ensure compliance and provide the best possible service to their clients. According to the 2025 Intuit QuickBooks Accountant Technology Survey, 81% of accountants report AI boosts productivity, and 86% agree it reduces mental load. 

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However, AI adoption is at varying levels across the industry. While nearly every firm has begun experimenting with basic AI tools, many remain in a sandbox phase, hesitant to move toward full-scale integration due to perceived complexity or costs.No matter where you may fall on the integration spectrum, the fact remains: AI is rapidly reshaping the accounting industry. If you’ve delayed AI adoption in your business, you’ll want to create a focused plan to catch up. 

Time is of the essence, but don’t sacrifice strategy for speed

Firms that are ready to take the leap from casual use to deep integration may find themselves in need of accelerated adoption, but speed should not come at the cost of strategy. Identify tangible, practical ways that easy-to-use tools can impact your business through automation. Having a strong strategic focus allows firms to implement workflow changes to streamline manual tasks, ensure compliance and provide excellent service to your clients.

To begin your AI journey, here is a four-step plan that firms can use to transition from experimentation to execution, in a safe, practical manner:

Step 1: Kick off your first AI project

As is the case with many things, getting started is often the most challenging step. While enthusiasm is high, uncertainty with implementation risks can cause hesitation. The key is to lower risk by embracing AI and implementing an intentional, phased approach. Begin by weaving AI tools into high-impact, low-risk tasks, such as summarizing meeting notes, drafting client or firm-wide memos, or translating complex concepts into easy-to-understand ideas. Monitor results carefully and, if these initial attempts need adjustment, be prepared to pivot to the next use case until you can clearly demonstrate that AI systems are delivering a measurable impact on your operations. From there, you can learn from early experiences, adapt strategy, and scale appropriately to complete more complex projects. 

Step 2: Dig into your AI toolkit

The marketplace is crowded with AI-powered tools that promise to do everything from enhancing your workflows to improving the customer experience. It can be hard to know which ones are worth investing your time and money. Find a trusted source like a respected peer, or leverage your professional network to help discuss the tools that may be the best fit for achieving your business goals. You can also look within the tools you’re already using to see if they offer AI-powered features, which can help ease into the transition. Additionally, look for free high-quality education to upskill your team. For example, Anthropic offers a Claude AI University that provides excellent foundational resources for moving beyond basic prompts.

Step 3: Review an AI security checklist

An important element in AI implementation is security. With AI tools needing access to firm and client data to function, it leads to questions of how the data will be protected.  This makes the right AI and cybersecurity strategy critical. Firms must proactively ensure that client data remains protected from today’s increasingly sophisticated threats by embracing an established cybersecurity framework such as SOC 2 or ISO 27001. IRS Publication 4557 (Safeguarding Taxpayer Data) can be a helpful guide for navigating these compliance standards. Regardless of the security framework you select, utilize accompanying compliance checklists and ensure they are strictly followed by your firm to protect both your practice and your clients as AI tools are woven into everyday workflows. 

Step 4: Openly discuss AI usage with your clients

Once you’ve established the best way to use AI tools that meet your firm’s needs, you’ll want to communicate all of the advantages afforded by these tools to your clients. Make sure you highlight the benefits and simultaneously ensure you are addressing any potential concerns. It’s also important to get explicit consent from all clients if you’re sharing their information with the third-party tools you may use. While this might seem like an extra step, it will go a long way toward fostering a greater level of transparency and deepen trust between you and your clients. 

Don’t get left behind

Adopting AI does not have to be intimidating, expensive or overly complex. Think of it as a strategic business move that will not only keep you competitive, but will potentially free you up to focus on keeping clients happy and growing your practice. By strategically focusing on these best practices, identifying AI use cases in a phased approach, evaluating the right tools for your business, ensuring client information is secure and clearly communicating your AI strategy, you’ll be AI-ready in no time.

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FASB plans changes in crypto accounting

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The Financial Accounting Standards Board met this week to discuss its projects on accounting for transfers of cryptocurrency assets and enhancing the disclosures around certain digital assets, such as stablecoins.

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During Wednesday’s meeting, FASB’s board made certain tentative decisions, according to a summary posted to FASB’s website. FASB began deliberating the Accounting for transfers of crypto assets project and decided to expand the scope of its guidance in  Subtopic 350-60, Intangibles—Goodwill and Other—Crypto Assets, to address crypto assets that provide the holder with a right to receive another crypto asset. FASB decided to clarify the existing disclosure guidance by providing an example of a tabular disclosure illustrating that wrapped tokens, if they’re significant, would be disclosed separately from other significant crypto asset holdings.

At a future meeting, the board plans to consider clarifying the derecognition guidance for crypto transfer arrangements to assess whether the control of a crypto asset has been transferred.

FASB also began deliberations on the Cash equivalents—disclosure enhancement and classification of certain digital assets project and made a number of decisions.

The board decided to provide illustrative examples in Topic 230, Statement of Cash Flows, to clarify whether certain digital assets such as stablecoins can meet the definition of cash equivalents. It also decided to include the following concepts in the illustrative examples:

  1. Interpretive explanations that link to the current cash equivalents definition;
  2. The amount and composition of reserve assets; and,
  3. The nature of qualifying on-demand, contractual cash redemption rights directly with the issuer.

FASB plans to clarify that an entity should consider compliance with relevant laws and regulations when it’s creating a policy concerning which assets that satisfy the Master Glossary definition of the term “cash equivalents will be treated as cash equivalents.

“I agree with the staff suggestion to look at examples,” said FASB vice chair Hillary Salo. “From my perspective, I think that is going to help level the playing field. People have been making reasonable judgments. I agree with that. And I think that this is really going to help show those goalposts or guardrails of what types of stablecoins would be in the scope of cash equivalents, and which ones would not be in the scope of cash equivalents. I certainly appreciate that approach, and I think it has the least potential impact of unintended consequences, because I do agree with my fellow board members that we shouldn’t be changing the definition of cash equivalents, and it’s a high bar to get into the cash equivalent definition.”

“I’m definitely supportive of not changing the definition of cash equivalents,” said FASB chair Richard Jones. “I believe that’s settled GAAP in a way, and we’re not really seeing a call to change it for broader issues. I am supportive of the example-based approach. The challenge with examples, though, is everybody’s going to want their exact pattern, but that’s not what we’re doing.”

The examples will explain the rationale for how digital assets such as stablecoins do or do not qualify as cash equivalents and give a roadmap for other types of digital assets with varying fact patterns to be able to apply.

“We really don’t want to be as a board facing a situation where something was a cash equivalent and then no longer is at a later date,” said Jones. “That’s not good for anyone, so keeping it as a high bar with certain rigid criteria, I think, is fine.”

Stablecoins are supposed to be pegged to fiat currencies such as U.S. dollars and thus provide more stability to investors. “In my view, while a stablecoin may meet the accounting definition established for cash equivalents, not every one of those stablecoins in the cash equivalent classification represents the same level of risk,” said FASB member Joyce Joseph.

She noted that the capital markets recognize the distinctions and have established a Stablecoin Stability Assessment Framework to evaluate a stablecoin’s ability to maintain its peg to a fiat currency. Such assessments look at the legal and regulatory framework associated with the stablecoin, and provide investors with information that could enable them to do forward-looking assessments about the stability of the stablecoin.

“However, for an investor to consider and utilize such information for a company analysis the financial statement disclosures would need to include information about the stablecoin itself,” Joseph added. “In outreach, the staff learned that investors supported classifying certain stablecoins as cash equivalents when transparent information is available about the entities at which the reserve assets are held. Therefore, in my view, taking all of this into consideration a relevant and informative company disclosure would include providing investors with the name of the stablecoin and the amount of the stablecoin that is classified as a cash equivalent, so investors can independently assess the liquidity risks more meaningfully and more comprehensively by utilizing broader information that is available in the capital markets and its emerging information.”

Such information could include the issuer, reserves, governance and management, she noted, so investors would get a more holistic look at the risks that holding the stablecoin would entail for a given company.

The board decided to require all entities to disclose the significant classes and related amounts of cash equivalents on an annual basis for each period that a statement of financial position is presented.

Entities should apply the amendments related to the classification of certain digital assets as cash equivalents on a modified prospective basis as of the beginning of the annual reporting period in the year of adoption.

FASB decided that entities should apply the amendments related to the disclosure of the significant classes and amounts of cash equivalents on a prospective basis as of the date of the most recent statement of financial position presented in the period of adoption.

The board will allow early adoption in both interim and annual reporting periods in which financial statements have not been issued or made available for issuance.

FASB also decided to permit entities to adopt the amendments to be illustrated in the examples related to the classification of certain digital assets as cash equivalents without the need to perform a preferability assessment as described in Topic 250, Accounting Changes and Error Corrections.

The board directed the staff to draft a proposed accounting standards update to be voted on by written ballot. The proposed update will have a 90-day comment period.

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Lawmakers propose tax and IRS bills as filing season ends

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Senators introduced several pieces of tax-related legislation this week, including measures aimed at improving customer service at the Internal Revenue Service, cracking down on tax evasion and curbing the carried interest tax break, in addition to efforts in the House to repeal the Corporate Transparency Act.

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Senators Bill Cassidy, R-Louisiana, and Mark Warner, D-Virginia, teamed up on introducing a bipartisan bill, the Improving IRS Customer Service Act, which would expand information on refunds available to taxpayers online and help taxpayers with payment plans if they need it.

The bill would establish a dashboard to inform taxpayers of backlogs and wait times; expand electronic access to information and refunds; expand callback technology and online accounts; and inform individuals facing economic hardship about collection alternatives.

“Taxpayers deserve a simple, stress-free experience when dealing with the IRS,” Cassidy said in a statement Wednesday. “This bill makes the process quicker and easier for taxpayers to get the information they need.”

He also mentioned the bill during a Senate Finance Committee hearing about tax season when questioning IRS CEO Frank Bisignano. During the hearing, Cassidy secured a commitment from Bisignano that the IRS would work with Congress to implement these reforms if the legislation were signed into law.

“I’m happy to meet with the team … and do all I can to make it as good as you want it to be,” said Bisignano.

“My bill would equip the IRS with the legislative mandate to create an online dashboard so that taxpayers can monitor average call wait time and budget time accordingly,” said Cassidy. He noted that the bill would allow a callback for taxpayers that might need to wait longer than five minutes to speak to a representative, and establish a program to identify and support taxpayers struggling to make ends meet by providing information about alternative payment methods, such as installments, partial payments and offers in compromise. 

“I know people are kind of desperate and don’t know where to turn for cash, so I think this could really ease anxiety,” he added. “This legislation is bipartisan and is likely to pass this Congress.”

Cassidy and Warner introduced the Improving IRS Customer Service Act in 2024. Last year, Warner wrote to National Taxpayer Advocate Erin Collins at the IRS regarding the underperforming Taxpayer Advocate Service office in Richmond, Virginia, and advocated against any harmful personnel decisions that would negatively impact taxpayers.

“Taxpayers shouldn’t have to jump through hoops to get basic answers from the IRS — and in the last year, those challenges have only gotten worse,” Warner said in a statement. “I am glad to reintroduce this bipartisan legislation on Tax Day to ease some of this frustration by increasing clear communication and making IRS resources more readily available.”

Stop CHEATERS Act

Also on Tax Day, a group of Senate Democrats and an independent who usually caucuses with Democrats teamed up to introduce the Stop Corporations and High Earners from Avoiding Taxes and Enforce the Rules Strictly (Stop CHEATERS) Act.

Senate Finance Committee ranking member Ron Wyden, D-Oregon, joined with Senators Angus King, I-Maine, Elizabeth Warren, D-Massachusetts, Tim Kaine, D-Virginia, and Sheldon Whitehouse, D-Rhode Island. The bill would provide additional funding for the IRS to strengthen and expand tax collection services and systems and crack down on tax cheating by the wealthy.

“Wealthy tax cheats and scofflaw corporations are stealing billions and billions from the American people by refusing to pay what they legally owe, and far too many of them are getting a free pass because Republicans gutted the enforcement capacity of the IRS,” Wyden said in a statement. “A rich tax cheat who shelters mountains of cash among a web of shell companies and passthroughs is likelier to be struck by lightning than face an IRS audit, and Republicans want to keep it that way. This bill is about making sure the IRS has the resources it needs to go after wealthy tax cheats while improving customer service for the vast majority of American taxpayers who follow the law every year.”

Earlier this week. Wyden also introduced two other pieces of legislation aimed at cracking down on the use of grantor retained annuity trusts and private placement life insurance contracts to avoid or minimize taxes.

The Stop CHEATERS Act would provide the IRS with additional funding for tax enforcement focused upon high-income tax evasion, technology operations support, systems modernization, and taxpayer services like free tax-payer assistance.

“As Congress seeks ways to fund much-needed policy priorities and address our growing national debt, there is one common sense solution that should have unanimous bipartisan support: let’s enforce the tax laws already on the books,” said King in a statement. “Our legislation will make sure the IRS has the resources it needs to confront the gap between taxes owed and taxes paid – while ensuring that our tax enforcement professionals are focused on the high-income earners who account for the most tax evasion. This is a serious problem with an easy solution; let’s pass this legislation and make sure every American pays what they owe in taxes.”

Carried interest

Wyden, King and Whitehouse also teamed up on another bill Thursday to close the carried interest tax break for hedge fund managers that Democrats as well as President Trump have pledged for years to curtail. The tax break mainly benefits hedge fund managers, private equity firm partners and venture capitalists, who have lobbied heavily to defeat attempts to end the lucrative tax break. The tax break was scaled back somewhat under the Tax Cuts and Jobs Act of 2017.

Carried interest is a form of compensation received by a fund manager in exchange for investment management services, according to a summary of the bill. A carried interest entitles a fund manager to future profits of a partnership, also known as a “profits interest.” Under current law, a fund manager is generally not taxed when a profits interest is issued and only pays tax when income is realized by the partnership, often in connection with  the sale of an investment that happens years down the road. Not only does this allow a fund manager to defer paying tax, but the eventual income from the partnership almost always takes the form of capital gain income, taxed at a preferential rate of 23.8% compared to the top rate of 40.8% for wage-like income.  

Under the bill, the Ending the Carried Interest Loophole Act, fund managers would be required to recognize deemed compensation income each year and to pay annual tax on that amount, preventing them from deferring payment of taxes on wage-like income. A fund manager’s compensation income would be taxed similar to wages on an employee’s W-2, subject to ordinary income rates and self-employment taxes.   

“Our tax code is rigged to favor ultra-wealthy investors who know how to game the system to dodge paying a fair share, and there is no better example of how it works in practice than the carried interest loophole,” Wyden said in a statement. “For several decades now we’ve had a tax system that rewards the accumulation of wealth by the rich while punishing middle-class wage earners, and the effect of that system has been the strangulation of prosperity and opportunity for everybody but the ultra-wealthy. There are a lot of problems to fix to restore fairness and common sense to our tax code, and closing the carried interest loophole is a great place to start.”

Repealing Corporate Transparency Act

The House Financial Services Committee is also planning to markup a bill next Tuesday that would fully repeal the Corporate Transparency Act, which has already been significantly scaled back under the Trump administration to only require beneficial ownership information reporting by foreign companies to FinCEN, the Treasury Department’s Financial Crimes Enforcement Network. 

If enacted, the repeal would eliminate beneficial ownership reporting requirements, removing a transparency measure designed to help law enforcement and national security officials identify who is behind U.S. companies. 

“This repeal would turn the United States back into one of the easiest places in the world to set up anonymous shell companies, something Congress worked for years to fix,” said Erica Hanichak, deputy director of the FACT Coalition, in a statement. “These entities are routinely used to facilitate corruption, financial crime, and abuse. Rolling back the CTA doesn’t just weaken transparency, it signals to bad actors around the world that the U.S. is once again open for illicit business.”

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