PQ accountants are on the move, with nearly two out of every three (62%) looking to move jobs in 2026, according to the latest Hays UK salary guide.
Hays warned employers that their PQs will look elsewhere if progression routes in their current organisation aren’t clear. This lack of clarity pushes PQs to explore salary, learning and development, and hybrid flexibility elsewhere.
Nearly 70% of PQs are either working hybrid or fully remotely, with just over 30% fully office-based. Some 53% of PQs say they now would not go for a role that didn’t offer hybrid working. That said, Hays found that there is a gradual increase in organisations wanting people ‘more in the office’.
When it comes to pay, PQs received pay rises of around 4.6% last year. That is slightly down on the previous year (6.2%), but the rise is double the overall UK average of 2.2%.
And while 63% are satisfied with their current salary, that leaves 37% dissatisfied.
The big reason for the dissatisfaction was employers not recognising individual performance.
PQs studying both CIMA and ACCA saw bigger pay rises than the other bodies, and the differential seems to be growing. ACCA and CIMA finalists in South-West England can now expect a cool £50,000 for their services, and those working in the capital should be on £60,000.
In stark contrast, an ACA finalist in London can expect on average to take home £46,000, and a CIPFA finalist slightly more (£48,000).
However, CIPFA salaries for finalist in the West Midlands shot up by £5,000 year-on-year, to £45,000 in 2025.
But the further north you go the lower the salaries generally become – a CIPFA PQ in North-East England receives £33,000 a year on average.
Salaries for ACA PQs on mainland Britain were lowest in North-West England at £32,000, followed by Wales, where PQs are earning £34,000 a year. In Northern Ireland, the same PQs earn just £26,500.
Salaries for AAT have also risen in South-West England, from £27,000 to £30,000 – and that’s the same average salary as those working in London.
Hays found employers faced with skills shortages are now putting greater emphasis on upskilling and on a candidates’ learning potential, rather than just their professional qualifications. That means PQs need to start showing off their adaptability and curiosity, alongside their technical and digital skillsets.
Ultimately, employers want PQs who can evolve with technology, not just tick boxes.
Karen Young, director at Hays Accountancy and Finance, said: “2026 will favour future-ready PQs who combine technical expertise with adaptability, data fluency, and a proactive approach to progression. Employers are hiring, salaries remain competitive, and skills-based pathways are expanding, so position yourself to take advantage.”
