How UK finance and accounting jobs will change over the next five years

Steve Sully is our expert in the London market specialising in finance and accounting. From emerging trends and technological advancements to the evolving role of finance professionals, he explores his insights into the future of the profession. Here’s what we learned from our conversation.

Surprising optimism: Why jobs in finance aren't as gloomy as the headlines suggest

News headlines about UK business confidence may be mixed, but demand for finance and accounting talent shows no sign of slowing down. Drivers include regulatory changes and compliance as well as requirements for technological advancements such as AI and digital transformation. As a result, strong demand for the right professionals in a tight jobs market will continue to build in 2025 and beyond.

In fact, our Hiring Intentions Survey shows that 58% of hiring managers plan to expand their permanent finance teams in H1 2025.

Steve Sully explains why demand is not going to decline in the near future: “Finance and accounting professionals are drivers of business growth. They provide tighter fiscal and risk controls, while ensuring that business leaders are aware of opportunities for increased revenues and reduced costs.

“The increasing complexity of the finance function means their expertise in advanced analytics, compliance, and strategic forecasting has become essential for organisational success.”

While hiring managers report that the largest proportion of new finance employees will be permanent, almost half (46%) aim to expand their hiring plans for project-based specialists, and 38% will grow their use of contract employees to fill the gaps.

Companies benefit from the ability to quickly scale their workforce for project-based needs such as audits, system upgrades, or compliance. Not unsurprisingly, trends like ESG reporting, cybersecurity, and data-driven decision-making are further driving the shift toward temporary roles.

As finance teams evolve, deploying contracting as part of your workforce mix is becoming a vital solution for accessing top talent and navigating an ever-changing landscape.

The top developments hiring managers should watch out for in 2025 and beyond

As businesses adapt to a readily changing landscape, roles focused on data-driven insights, risk management, and financial transformation will be pivotal to driving growth and efficiency.

According to Robert Half’s Hiring Intentions Survey, the functional areas in which businesses are most likely to hire include accounting (cited by 53% of hiring managers), controlling (41%), leadership and management (34%), payroll (32%) and financial planning and analysis (30%).

Financial analysis , will be one of the biggest drivers for the ongoing strength of businesses’ hiring plans, closely followed by data analytics, business intelligence tools, automation and big data.

“There’s a well-documented skills shortage in the accountancy profession,” writes the ICAEW. Those with digital-first skills in areas such as AI, data analytics and cloud computing are particularly in demand – and will continue to be.”

When asked which technical skills are challenging to find, hiring managers agreed with the ICAEW’s view, placing Big Data at the top of their lists, followed by automation, business intelligence tools, industry/business know-how and tax.

Additionally, sectors that are experiencing the strongest demand for finance talent include manufacturing, retail, real estate and utilities. These industries are undergoing rapid transformation, with digitisation, sustainability, and operational efficiencies driving the need for finance professionals who possess both technical expertise and an understanding of sector-specific challenges.

As the finance profession adapts to these new realities, the role of finance professionals will become more strategic, with a greater emphasis on the ability to navigate the complex intersection of technology, regulation, and business growth. The future of finance lies in its ability to remain agile and adaptive to meet this need, ensuring that finance professionals are not only guardians of financial health but increasingly key enablers of business transformation.

Three mega-trends driving finance and accounting hiring strategies

1. The ongoing digitisation of businesses

As can be seen from the lists of finance and accounting skills most in demand, the ongoing digitisation of businesses is fuelling future hiring plans - and driving the finance talent shortage.

Steve adds that additional research undertaken by Robert Half found more than two thirds (67%) of businesses surveyed say they are encouraging staff to explore generative AI tools for the enhancement of day-to-day routine tasks and improved productivity.

And a survey undertaken by ACCA with more than 900 senior finance leaders currently using AI found organisations anticipate the need for a much stronger mix of data-centric roles in the future, including data science.

“In particular, AI can be an influential enabler for gaining more valuable insight and using data more effectively,” says ACCA. “But it also supports the shift in assurance and advisory focus – especially as intelligent automation takes hold in other parts of the finance function.”

2. Building industry and business know-how

The second big trend is for finance and accounting professionals to build their industry and business know-how, so they don’t just excel in technical expertise but also build strong, collaborative relationships with peers across the organisation.

“In the future, finance professionals must be able to apply their skills in a way that aligns with broader business goals, contributing to strategic decision-making, driving innovation, and fostering cross-functional synergies,” says Steve.

This holistic approach will be critical and will enable finance experts to provide greater value beyond traditional financial management.

“It’s clear that as well as bringing technical and - increasingly digital - skills to the party, the finance and accounting talent most in demand will demonstrate a range of soft skills, such as creative, critical thinking and problem-solving skills and first-rate communication and presentation abilities.”

The greatest opportunities will be found in functions that integrate both traditional financial expertise and emerging technologies. These areas are becoming indispensable as companies seek to leverage data-driven insights, streamline operations, and ensure adherence to complex regulatory frameworks.

3. Environmental, social and governance (ESG)

The third trend for finance and accounting professionals to be aware of is the accelerating requirement to report on environmental, social and governance (ESG) data.

Sustainability and corporate social responsibility (CSR) initiatives are now core business priorities as organisations seek to build their reputations with stakeholders, including prospective employees, with authentic data.

The ability to accurately track and report on ESG metrics is becoming a crucial skill set in the finance and accounting sector, driving demand for professionals who can hit the ground running and take a lead on reporting initiatives.

Steve added: “The ability to effectively track and report on ESG metrics is now a key differentiator. Professionals who can lead in this area are increasingly in demand as businesses strive for transparency and accountability.”

Rising stars: finance and accounting salaries on track to surge

The Robert Half 2025 UK Salary Guide found that almost half (46%) of employers are increasing salaries to attract and retain talent in a highly competitive landscape.

The demand for technical skills, the complexity of compliance requirements and the need for strategic roles will continue to push salary growth as businesses seek professionals who can navigate both the technological and strategic challenges of the modern business environment.

Steve points out that it can be a difficult balancing act for employers that need to retain their best employees but still need to keep a careful eye on rising costs. Their challenge in a tight recruitment market will be that some employees may consider moving jobs for the right offer: almost a third (30%) of employees surveyed for the Robert Half 2025 UK Salary Guide said they would consider changing jobs for a 20% salary increase.

However, a significant proportion of employees (43%) would prioritise job security over financial incentives when deciding on their next career move.

“Our advice for hiring managers is to be aware of the different factors that drive employee motivation,” says Steve. “Finance and accounting employees know their worth and managers need to understand how to support them.”

You can stay informed about market trends by accessing resources such as the Robert Half 2025 UK Salary Guide to navigate through your career paths and adapt to the changing finance and accounting jobs landscape.

Sources

* Robert Half 2025 UK Salary Guide

* Hiring Intentions Survey

* ICAEW what to expect from 2025

* ACCA Digital skills in accountancy

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