Staying Relevant: What Gen Z Accountants Want From Their Employer in 2026
21 Jul, 20251-2 minutes
In this blog, you will learn:
- What Gen Z Accountants want from their employers in 2026.
- Why accountancy practices need to adapt to stay relevant to Gen Z Accountants.
- More about our accountancy recruitment services to help you recruit Gen Z Accountants for your practice.
With Generation Z now coming of age and joining the workforce in significant numbers, accountancy practices don’t want to be left behind when it comes to finding the best talent. Staying relevant in 2026 is crucial for any business and for accountancy practices it’s going to be even more important to keep up with technological advancements.
Generational change is inevitable and it’s important that practices are proactive in bridging the generational gap over the upcoming years. That includes considering social issues and culture, to the use of technology to meet the needs of today's workforce.
Accounting practices need to adapt their offering in line with the needs and wants of each generation which now includes Gen Z Accountants.
In this blog we explain how small but meaningful changes and considerations can help your practice stay relevant and meet the needs of Gen Z Accountants in 2026.
Why do accountancy practices need to adapt to stay relevant to Gen Z Accountants?
Staying relevant and understanding Gen Z talent go hand in hand as both are crucial to the future of the accountancy profession and the wider world of work. Millions of Accountants in the boomer generation are nearing retirement, shrinking the current talent pool and opening doors for fresh talent, ideas and expectations.
Staying relevant means considering what the younger generation wants from their employers going forward. According to Zurich Insurance, Gen Z already makes up 27% of the workforce and it’s expected to reach 31% by 2035.
It’s essential that accountancy practices become familiar with the needs and expectations of the new generation and begin to adapt their strategy. Gen Z Accountants bring fresh perspectives that differ from those of previous generations and accountancy practices need to be ready to attract and support Gen Z while continuing to engage and develop their existing teams.
To stay ahead in 2026, accountancy practices need to position themselves as a leading employer by keeping up with changes in the sector and embrace a deeper understanding of Gen Z work values and communication styles.
What do Gen Z accountants want from their employer in 2026?
What Gen Z Accountants want from their employers in 2026:
- Up to date technology and tools.
- A ‘Gen Z friendly workplace.’
- Greater emphasis on social issues.
- More fun, fulfilment and advice.
- Clear paths for growth and leadership.
Up to date technology and tools
With the rise in technology and the reliance on Artificial Intelligence to automate simple, everyday tasks, practices need to be willing to adapt to changing needs and new technological trends.
In an increasingly AI powered and technology led world, it’s important for accountancy practices to accept that staying relevant means having the most up to date and efficient tools and software.
According to ACCA Global Talent Trends, 46% of UK finance professionals believe AI proficiency is the most valuable skill to learn for the future of work. Having grown up with technology, Gen Z employees will be adept in using digital tools and be keen to improve their technical skills and leverage AI.
This makes it vital for practices to provide employees with AI training opportunities to support Gen Z talent with their growth and development and improve their AI proficiency.
Giving Gen Z Accountants opportunities to enhance their skills with the latest technology and AI platforms can improve efficiency, productivity and enhance the employee experience.
A ‘Gen Z friendly workplace’
Gen Z professionals seek environments where they feel respected, valued and inspired, and are passionate about finding a workplace that values inclusivity, diversity and equality.
Employers can foster a Gen Z friendly environment and stay relevant by investing in employee growth, wellbeing and listening to their expectations. Like all generations, Gen Z have their own expectations of what makes a workplace attractive, inclusive and forward thinking.
According to the Purpose Pulse 2024 report, Millennials are ‘more likely to say cost of living, home ownership and political instability’ are the biggest concerns for their generation, but Gen Z are more likely to say ‘climate change, student debt and racial and gender equity.’
Gen Z Accountants are more likely to feel engaged, valued, and motivated to build their future within the profession in a Gen Z friendly workplace that prioritises open communication, fosters a supportive culture and aligns with their values around purpose and inclusivity.
Accountancy practices can offer training programs, mentorship opportunities and career progression paths to ensure all staff have equal opportunities to learn and develop their skills. By doing so, accountancy practices can build loyalty and engagement among Gen Z employees which will also increase job satisfaction.
Greater emphasis on social issues
The younger generation are enthusiastic about sustainability and want to work for employers which share their views and values. Gen Z’s identity and career choices have been shaped by the digital age, climate change and the global concern attached to it.
According to a study by Deloitte, Gen Z are particularly progressive when it comes to political, social and environmental issues and believe that businesses need to play a significant role in reducing and addressing climate change. They are more likely to pursue roles that help organisations or respond to sustainability and climate change issues.
According to the Purpose Pulse 2024 report, brands that have a positive social impact appeal to 60% or more of all Millennials and Gen Z. The report also found that other deciding factors for these generations are if a brand has a clear social purpose beyond making profit (54%), they actively promote inclusion and diversity (51%) and they take a stand on social issues the person cares about (50%).
Sustainability, racial inequality and gender discrimination are important values for Gen Z and practices that champion these causes and work to address these issues are far more likely to build trust and loyalty with Gen Z Accountants.
More fun, fulfillment and advice
A greater sense of fun and fulfillment is becoming a key expectation among Gen Z professionals entering the workforce. According to Grant Thornton, Gen Z have misconceptions about the accountancy sector, deeming it to be a less appealing and outdated career choice than previous generations.
If younger generations are under the impression that professional Accountants are overwhelmed by traditional tasks and administrative work requiring little mental effort, it's up to you to prove them wrong.
Practices need to think differently about how they work to retain Gen Z talent and actively engage with young people to tackle some of these outdated stereotypes about the profession. Providing Gen Z individuals with support, visibility and access to real-world insights can help them make informed decisions about whether accountancy is the right sector for them.
To attract and retain Gen Z Accountants and stay relevant in 2026, employers need to highlight not just the work itself but the people, the experience and the employer brand.
By offering more insight into the culture, achievements and career paths, employers can better meet the expectations of Gen Z Accountants and stay competitive.
Clear paths for growth and leadership
Gen Z is extremely focused on career growth and development and it’s important that employers highlight opportunities for learning, mentorship and advancement within their practice.
According to the report ACCA Global Talent Trends 61% of UK Gen Z Accountants have long-term goals to be their own bosses, twice as high as the percentage of the general UK population (31%).
To stay competitive and address this generational shift in long-term career ambition among UK based early career professionals, it’s important that practices leverage Gen Z strengths and entrepreneurial drive.
By encouraging employees to work on innovative projects, contribute to company strategy, and lead new initiatives, accountancy practices can tap into Gen Z’s entrepreneurial spirit. Their drive to take on challenges and think outside the box makes Gen Z ideal candidates for future leadership roles in the profession.
According to Deloitte Global’s Gen Z and Millennial Survey, 70% of Gen Zs say they are developing skills to advance their careers once a week or more, compared to 59% of millennials who say the same. With Gen Z enthusiastic about acquiring new skills and advancing their careers, it is essential for employers to offer continuous learning and professional development opportunities.
To retain and develop the new generation, practices must foster and support their entrepreneurial mindset ensuring they feel challenged, inspired and empowered to grow.
Employers that provide clear pathways for career progression including opportunities to upskill, learn and grow are able to stay relevant and retain their Gen Z talent for longer. By showcasing the success stories of employees who have advanced within the organisation, practices can demonstrate that there’s room for the younger generation to grow, lead and make an impact.
Discover what Accountancy & Finance professionals are looking for in a job
As a specialist accountancy and finance recruitment agency, we understand how to support accountancy practices and private sector businesses in their mission to attract, engage and retain the best talent.
After conducting extensive research with accountancy and finance professionals, we compiled the What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report.
The report delves into the key factors shaping job preferences and expectations within the industry and uncovers topics such as preferred salary, perks, benefits, work flexibility and work culture.
Read the full What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report here.
Struggling to recruit Accountants?
As specialist accountancy recruiters, we support practices nationwide with their permanent recruitment needs.
If you’re struggling to find ACCA, ACA or CIMA qualified Accountants, why not get in touch with Management Consultant Lauren Fisher on 01772 954200 to see how we can help?
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Meet Lauren Fisher
Who is Spencer Clarke Group?
Established in 2017, we’re an award winning and progressive recruitment agency based in the heart of the North West. Our reputation is built on trust, expertise and an unwavering commitment to exceed expectations.
In 2024, we were named Recruitment Agency of the Year at the prestigious Recruiter Awards, an accolade we are extremely proud of.
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