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Low pay is a challenge for accounting, but bigger salaries aren’t the only solution

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Finance and accounting leaders have been dealing with a talent shortage for almost a decade,  one that grows each year. 

According to a 2025 finance and accounting survey, the average U.S. organization has five open accounting roles to fill, more than twice as many as in 2024. Although year-over-year enrollment in accounting degree programs rose 12% last year, those students are several years from moving into the talent pipeline. Accounting leaders, and their overworked existing employees, can’t wait that long for a solution.

Pay is a big factor in young talent’s shift away from accounting. Twenty-six percent of CFOs and other finance and accounting leaders shared in the same survey that workers’ salary expectations were their biggest obstacle to hiring. 

A comparison of average salaries from May 2023 (the most recent Bureau of Labor Statistics data available at this writing), shows why many young adults who might have chosen accounting a decade ago are now opting for analytical careers with higher average pay. Data scientists earn about $28,000 more per year, on average, than accountants and auditors, while software developers earn an average of $47,000 more.

Those are daunting pay gaps for most organizations, especially when the economic forecast is uncertain. However, accounting leaders have other levers they can pull in order to hire and retain talent.

Work-life balance and learning can attract talent too

Gen Z and millennial talent prioritize work-life balance and growth opportunities over pay, according to a 2024 Deloitte survey. A quarter of Gen Z employees and 31% of millennials who took part in the survey said that “good work-life balance” was the top reason they chose their current employer. Twenty-one percent of each age group ranked “learning and development opportunities” as their top decision factor. Only 19% of Gen Z employees said “high salary/benefits” were the main factor in their choice about where to work, and 22% of millennials said the same.

This information gives accounting leaders a path forward in terms of hiring and retaining talent: Find a way to reduce workloads, especially during tax seasons and other peaks, and give employees the chance to work with new technologies. Companies that can do this also have a chance to benefit from word of mouth promotion. The Deloitte survey found that employees who are satisfied with their learning opportunities and work-life balance are more likely to recommend their employer to other jobseekers.

Improving work-life balance with AI and automation

AI-powered automation has the potential to handle repetitive accounting tasks, which can relieve pressure on existing employees. Using AI and automation this way can also make open roles more appealing to job candidates by reducing the amount of rote labor the role requires — tasks that can ideally be replaced with more engaging tasks.

Accounting, in general, was not among the fields that adopted AI early, but it’s starting to catch up. Twenty-one percent of finance and accounting leaders in the CFO survey agreed that “streamlining processes through technology and reducing manual workloads” are top strategic priorities this year.

Among the leaders whose companies are already using AI with automation, 38% said it’s “helping teams work more efficiently but not replacing jobs,” while 23% said it’s “reducing the need for certain roles.” More than half of these leaders said automation currently has the largest impact on their company’s accounts receivable and accounts payable operations, while nearly one-third said the biggest impact so far is on payroll, general ledger, and financial close operations.

Gen AI offers leading-edge learning opportunities

Using AI and automation for basic activities in these areas doesn’t just help employers prevent burnout. It also frees up time for employee skill-building, career development and mentorship, which can improve organizations’ internal candidate pipeline for more advanced roles. Some of that training and coaching should focus on using gen AI and thinking strategically about potential new applications. This approach can help employers stand out at a time when about half of Gen Z and millennial workers say they’re not getting enough gen AI training on the job.

When using and learning about gen AI become part of accounting jobs, these roles may have more appeal to talent that might otherwise pursue careers in data analytics or software development. In addition, an accounting team that’s skilled and strategic with gen AI may be able to find more ways to use it to make processes more efficient over time. That could result in cost savings that can be reallocated to compensation — an important consideration because pay is among the top three reasons younger workers gave for leaving their last job, along with burnout and lack of opportunities.

Offering competitive pay is always an advantage in a talent shortage, but it’s not the only way companies can attract and retain accounting talent. Using AI-backed automation and exploring gen AI use cases where appropriate can help bring better work-life balance to accounting roles and give employees the learning opportunities they look for when they’re deciding where to work.

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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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