Salary reviews are approaching across many accounting firms in June and July, and for accountants working in public practice, 2026 is shaping up to be one of the strongest salary markets in years. While flexibility, hybrid work, career progression, and culture remain major priorities for candidates, remuneration has become a much larger focus again as firms compete for experienced talent.
Across business services, tax, audit, insolvency, and advisory divisions, many firms continue to struggle to attract and retain experienced accountants. At the same time, rising workloads, ongoing skills shortages, and increased client expectations are placing additional pressure on existing teams. As a result, many accountants are reassessing whether their current salary accurately reflects the value they bring to their firm.
If you’ve taken on additional client responsibilities, improved technical capability, mentored junior staff, or contributed more commercially to your firm over the past 12 months, there’s a strong chance now is the right time to review your salary.
Why the Public Practice Market Has Changed
The accounting recruitment market has shifted significantly over the past two years. Firms are no longer competing solely on salary; however, strong remuneration remains essential when trying to retain high-performing staff.
Australia continues to experience a shortage of qualified accountants across business services, tax, audit, and advisory.
Many firms are struggling to replace experienced intermediate and senior accountants, particularly those with strong client-facing capability.
A global recruitment agency reported in their 2026 Salary Guide that 35% of employers are prepared to offer 6–10% above their original salary budget to secure the right candidate.
They also reported that a large percentage of professionals are considering changing jobs in the next 12 months due to salary stagnation and limited career progression.
Public practice firms are increasingly competing on flexibility, training, advisory exposure, and technology investment.
AI and automation are changing the profession rapidly, increasing demand for accountants who can combine technical expertise with commercial thinking and advisory skills.
One of the biggest trends we’re seeing across public practice is the shift away from purely compliance-focused roles. Firms increasingly want accountants who can add value through advisory conversations, relationship management, technology adoption, and commercial problem-solving.
Should You Ask for a Pay Rise?
Before asking for a salary increase, it’s important to honestly assess your current situation. The strongest salary discussions are built on evidence, contribution, and market value — not simply rising living costs or personal financial pressures.
Some of the key questions to ask yourself include:
Have your responsibilities increased since you started in the role?
Are you managing more clients or more complex work?
Have you received strong performance feedback over the last 6–12 months?
Are you mentoring junior staff or supporting workflow management?
Have you completed CA/CPA milestones or developed specialist technical expertise?
Is your salary below current market benchmarks for similar roles?
Have you gone more than 12 months without a meaningful salary review?
If the answer to several of these questions is yes, there’s a strong possibility you are underpaid relative to the current market.
Step-by-Step Guide to Asking for a Pay Rise
1. Research Current Market Salaries
Before speaking with your manager or partner, understand current salary benchmarks for your role, level, and location. Specialist recruitment firms, salary guides, and conversations with trusted recruiters can help provide accurate market insight.
2. Prepare Evidence of Your Contribution
The most effective salary discussions focus on business value. Prepare examples that demonstrate how you contribute to the firm financially, operationally, and culturally.
3. Quantify Your Achievements Where Possible
Whenever possible, use measurable examples. This could include fee growth, client retention, workflow improvements, turnaround times, training junior staff, or contributing to advisory opportunities.
4. Choose the Right Timing
EOFY salary review periods are often the best time for salary discussions because firms are reviewing budgets and performance outcomes. Avoid raising the topic during periods of financial stress or when your manager is under significant pressure.
5. Book a Dedicated Meeting
Avoid informal salary discussions in passing. Request a dedicated meeting so the conversation receives proper attention and preparation.
6. Approach the Conversation Professionally
Keep the discussion calm, confident, and evidence-based. Focus on your contribution and market value rather than emotion or frustration.
7. Present a Salary Range
Providing a realistic salary range based on market data creates room for discussion while still setting clear expectations.
8. Discuss Your Future Value
Strong salary discussions aren’t only about past performance. Highlight where you can continue adding value to the firm moving forward.
What Makes a Strong Salary Case?
In public practice, firms ultimately want to understand the return on investment they receive from increasing someone’s salary. The more commercial and measurable your contribution is, the stronger your position becomes.
Managing larger or more complex client portfolios
Generating additional fee revenue or identifying advisory opportunities
Improving turnaround times and workflow efficiency
Supporting junior staff development and mentoring
Developing specialist expertise in tax, advisory, SMSF, or audit
Strengthening client relationships and retention
Improving systems, automation, or software capability
Contributing positively to culture and team stability
How to Approach the Conversation Strategically
One of the biggest mistakes accountants make during salary discussions is becoming overly emotional or defensive. The strongest conversations feel collaborative and commercially focused.
Lead with evidence and outcomes rather than personal frustrations
Focus on your contribution to the firm and client relationships
Stay calm and professional even if the discussion becomes uncomfortable
Avoid comparing yourself negatively to colleagues
Demonstrate commitment to the business and your long-term growth
Be prepared for the discussion to involve multiple stages or approvals
Listen carefully to feedback and remain solution-focused
A strong way to position the conversation could be:
“Over the past 12 months, I’ve taken on additional client responsibilities, contributed to strong outcomes for the firm, and continued developing my technical capability. Based on current market benchmarks and the value I’m contributing, I’d like to discuss adjusting my salary to better reflect my role and responsibilities.”
How to Handle Nerves Before the Meeting
Many professionals feel uncomfortable discussing salary. However, confidence plays an important role in how your request is received.
Practice the conversation beforehand
Write down key talking points and examples
Research market salaries thoroughly
Maintain positive body language and eye contact
Avoid apologising for raising the topic
Remember that salary discussions are a normal part of professional development
What If You Don’t Get the Outcome You Want?
Not every salary discussion results in an immediate increase. However, that doesn’t necessarily mean the conversation was unsuccessful.
Ask what specific outcomes or performance metrics would justify a future increase
Request a timeline for revisiting the discussion
Seek clarity around future progression opportunities
Explore whether additional benefits can be offered in the short term
Continue documenting your achievements and contributions
Understand your external market value and available opportunities
In larger firms particularly, salary decisions often involve multiple partners, budgets, and approval processes. Remaining professional and solution-focused throughout the process helps strengthen your long-term position.
However, if you consistently receive vague feedback, limited progression opportunities, or ongoing resistance despite strong performance, it may be worth exploring opportunities elsewhere.
Final Thoughts
The current public practice market remains highly competitive for experienced accountants across business services, tax, audit, and advisory. For professionals who are performing strongly and continuing to grow their technical and client management capability, salary reviews present an important opportunity.
If you haven’t reviewed your salary recently, now is the right time to understand your market value, prepare your case properly, and have a proactive conversation.
If you’d like confidential advice on current salary benchmarks across public practice accounting, feel free to reach out to the Hedley Scott Recruitment team or book a career discover call