The finance and accounting sector is poised for significant hiring activity in 2025, with over half of hiring managers planning to increase their permanent headcount.

However, rising cost-of-living pressures and skills shortages may complicate recruitment efforts, according to the latest 2025 Salary Guide by Robert Half.

The guide, which surveyed 1,000 employees and 500 hiring managers across the UK, revealed that 52% of hiring managers intend to expand their permanent teams next year, with an additional 40% seeking project-based hires. High-demand skills include data analytics, expertise in business intelligence tools, and automation capabilities.

However, attracting talent may prove difficult as the workforce pushes for higher remuneration. Nearly half (45%) of finance and accounting professionals anticipate pay rises, and 20% are prepared to resign if their expectations are not met. Employers are exploring alternative strategies, such as introducing new benefits, to retain and attract staff in this competitive landscape.

Cost-of-Living Pressures and Employee Expectations

The cost-of-living crisis is intensifying employee demands for better pay and benefits. Many professionals are seeking improved remuneration packages, putting additional pressure on employers already grappling with rising employment costs.

Steve Sully, Regional Director at Robert Half, highlighted the challenges employers face:
“It’s encouraging to see more optimism in finance and accounting for next year, but it is also no secret that the cost of employment is increasing. With the likelihood of the planned uptick in NICs placing additional budget constraints on employers, coupled with professionals themselves seeking better remuneration packages, attracting talent could become ever more challenging.”

The Shift Towards Holistic Benefits Packages

As salary increases place additional strain on budgets, employers are offering innovative benefits to appeal to talent. These include agreed bonuses (19%), flexible benefits (19%), and dental insurance (15%). This shift towards more holistic benefits packages reflects growing recognition of their importance to candidates.

Sully noted the significance of adapting hiring strategies:
“Against this backdrop, candidates hold the majority of the power when it comes to negotiating, meaning that robust talent attraction and retention strategies will be key. As such, it is promising that our research suggests that employers are increasingly looking at other means of attracting talent.”

Talent Shortages in Emerging Skill Areas

The demand for emerging skills such as data analytics, automation, and business intelligence expertise remains a significant challenge. Employers may struggle to fill roles in these areas, further complicating hiring plans. The shortage of such specialised skills highlights the need for businesses to invest in upskilling and reskilling initiatives.

As the finance and accounting sector braces for 2025, these challenges underscore the importance of strategic recruitment and retention approaches, particularly in a competitive and evolving job market.