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The capacity crunch: Hybrid still reigns

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After the pandemic sent everyone home from the office, firms that were not already exploring remote-work arrangements were sent scrambling to set up their employees for success and maintain firm culture across a new home-office sprawl.

Now, as employees have not only enjoyed but mastered the benefits of remote and hybrid work schedules, and firms have established the trust and programs to support it, the profession continues to enhance the flexible-work experience to help recruit and retain in a constrained talent market.

Hybrid is the most popular work arrangement at firms, as it can better fit employees’ unique circumstances while also holding broader appeal to all staff appreciating flexibility.

Top 10 Firm RSM operates under a hybrid model, with no plans for a full back-to-office mandate, said chief talent officer Ty Beasley, though “we don’t call it hybrid,” he explained. “We call it a high-performing environment, which means there is an expectation of fluidness with people in terms of working from home, the office, client sites, whether a development site or any other place with connectivity, conferences.”

RSM’s commitment to this flexibility has paid off.

“People love remote work — therein lies the positive feedback,” Beasley said. “They work where they want to work, often work from home. The feedback is positive in [them knowing] ‘You’re not telling me, mandating five days a week.’ There’s an element of trust.”

Elk Grove Village, Illinois-based Regional Leader Brown Plus has a formal remote work arrangement policy, explained director of human resources Susan Yohn, which ” increased our retention, team member satisfaction and ability to recruit talent outside of our regional area.”

Currently 42% of firm staff utilize the arrangement, she added. “From what we’ve heard back from our team, they appreciate the flexibility that the firm has allowed, as well as the trust that leadership has in them to get their work accomplished.”

Results may vary

The feedback is also positive at New York City-based Top 25 Firm Citrin Cooperman, according to chief people officer Melissa Hartshorn, who explained that hybrid schedules vary by person and level. 

“For the most part, for our people it’s positive, the flexibility, from a hybrid standpoint,” she said. “The feedback from the first years is they want to be in the office, to form relationships with their cohort and be in the throes of it together. People who have been in the workforce a little, not forever, seem to have it a little bit harder to come back. They know what it’s like to work in an office and have a remote environment.”

Regional Leader BeachFleischman does not offer remote work to first-year associates, explained director of HR Molly Willinger, though the firm does offer hybrid options to all and “it’s interesting, an overwhelming majority are in the office or hybrid,” she said, crediting it in some part to the firm’s Tucson, Arizona, location and easier commute.

It also helps that the firm recruits locally and that, according to Willinger, staff craves the culture of coming into the office. 

“We think, right after Covid, a lot of companies continued to do remote work,” Willinger continued. “We ripped the Band-Aid off, and everybody came back in July, quickly after Covid. I don’t think we had to have an adjustment period because we didn’t wait too long.”

BeachFleischman is, in fact, so “lucky in that sense of a lot of people being in the office, and we expect that to continue,” that the firm is seeking new office space, Willinger reports.

Atlanta-based Top 25 Firm Aprio set out a structure for its hybrid policy, explained chief human resources officer Larry Sheftel: “Team members are expected to work from a business location — such as a company office, client site, or prospect meeting — three days per week. Those living beyond a 25-mile radius or more than 45 minutes from a business location may work remotely, unless otherwise required by law or specific exception.”

“Team members generally operate well in the hybrid structure, and many appreciate the flexibility and autonomy it offers,” shared Sheftel. “Feedback has highlighted a desire for continued flexibility, but also an understanding of the value of in-person connection for learning, mentorship, and collaboration.”

The culture challenge

The top challenge for all firms overseeing remote and hybrid workforces is maintaining culture, which Brown Plus recognizes.

“Remote workers don’t have the benefit of being  around for events or just the regular day to day conversations that happen throughout the office,” said Yohn. “We  try to make sure that we have at least one time a year where we require everyone to be together for our all-firm meeting, which we tie in with our holiday party and pay for everyone to have a hotel room  to spend the night. We also make sure to include them in our Fun Committee activities by mailing swag items to them and sending them a gift card for meals during tax season since they don’t have the benefit of our breakfasts and lunches.”

RSM relies on engaging everyone, firmwide, in a “collective ownership of the culture,” according to Beasley, which includes “intention around employee communities” and continually collecting feedback and insight. “We ask partners engaged in the culture, we ask employee groups that play a big role in helping us to have a culture of inclusion.”

Aprio outlined the firm’s foremost challenges with remote work:

  • Fostering team cohesion and collaboration without regular in-person interaction for those operating in fully remote capacities;
  • Supporting early-career professionals who benefit from hands-on learning found with in-person environments;
  • Maintaining clear, consistent regular communication across distributed teams; and,
  • Preserving spontaneous, cross-functional idea-sharing that often happens in physical offices.

Firms often ensure events and activities are accessible to all employees, regardless of location, with Citrin Cooperman explaining that its Wine-Down Wednesdays, aromatherapy workshops, and more are designed to be location-neutral. 
But despite any concerns about culture or inclusion, many firms expect to continue offering flexible work arrangements.

As Beasley reiterated, “At no time will there be a five-day mandate. We are committed to a high-performance environment. As many challenges as there are, we are not going to press the easy button because we can’t figure it out.” 

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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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