Insights on Salary Trends & Strategic Hiring – Practice ’25

Salaries have become increasingly unpredictable over the last six months, partly due to the changes announced in October, which will be implemented in the coming months.

With the introduction of day-one rights—expected to become law—and increasing business pressures from National Insurance (NI) and taxation, we had anticipated some stabilization in salaries. However, this has not been the case.

As widely reported, salaries are rising above inflation, with significant increases over the past 12–24 months, particularly in the Audit and Tax sectors.

Market Trends & Salary Pressures

The key question remains: who will absorb these rising costs? At some point, businesses will have to pass these expenses onto clients, creating a cascading effect throughout the supply chain.

Our work spans Bedfordshire, Hertfordshire, Buckinghamshire, and Oxfordshire, with some coverage in Berkshire and Northamptonshire. Fortunately, salary levels across these areas tend to be fairly consistent, allowing us to provide accurate market rate guidance. However, the knowledge and experience at the same salary levels can vary significantly.

London, on the other hand, is much harder to quantify due to substantial salary fluctuations between firms.

Audit Salaries & Market Challenges

One of the biggest challenges in Audit is the skills gap. While there is talent available, many firms have had to recruit from overseas or outsource work. If you have the ability to sponsor international talent, it can be a cost-effective way to secure top professionals.

A significant issue in Audit is salary competition. The Top 10 firms are offering up to £40k for candidates with just 18 months of experience—making it difficult for smaller firms to compete. However, when these candidates fail exams and their contracts are terminated, they often expect equivalent salaries elsewhere, despite not always having the same skill level as those in smaller firms earning £28k–£30k.

Additionally, many Private Equity-backed firms and growing businesses are aggressively hiring individuals with more than 40% Audit exposure, further inflating salaries.

Recommended Salary Bands for Audit (Outside London)

• • • • • • 1–2 years exposure: £28k–£35k
          • 2–3 years exposure: £32k–£40k
          • Newly Qualified: £45k–£52k
          • 2 Years Post-Qualification Experience (PQE): £55k–£65k
          • Above 2 years PQE: £60k+

These figures provide a rough guide based on experience, but salary levels also depend on individual capability. We have seen part-qualified professionals outperform fully qualified auditors earning significantly more. In the current market, candidates often prioritise salary, meaning employers must offer compelling packages to prevent counteroffers from being accepted.

Tax Salaries & Market Trends

Like Audit, Tax salaries have risen sharply in recent years. However, given the wide range of qualifications available, it is more challenging to tie salary levels directly to certification.

Recommended Salary Bands for Tax Professionals

• • • • • • Tax Junior (studying ATT or ACA/CTA pathway, 1–3 years exposure): £26k–£35k
          • Tax Semi-Senior (completed ATT or ACA/CTA pathway, 2–4 years exposure): £32k–£42k
          • CTA Qualified: £50k–£60k
          • 2 Years PQE CTA: £55k–£65k
          • Above 2 years PQE: £65k+

Additionally, salary variations depend on whether an individual specialises in Personal, Corporate, or Mixed Tax, each carrying different financial expectations.

General Accounting Salaries

There is increasing demand for professionals who can handle both tax advisory work and accounts preparation. Salaries vary depending on qualifications, but the following serves as a general guide based on experience:

Recommended Salary Bands for General Accounting Roles

• • • • • • Junior (1–2 years): £25k–£30k
          • Semi-Senior (2–3 years): £28k–£38k
          • Senior/Newly Qualified (3–6 years): £40k–£50k
          • Client Manager (4–6 years): £45k–£58k
          • Manager (2 years PQE): £48k–£65k
          • Senior Manager (2+ years PQE): £55k–£65k
          • 5+ years PQE: £60k+

Bookkeeping Roles

• • • • • • Bookkeeper: £25k–£32k
          • Senior Bookkeeper: £32k–£38k

Salary levels also depend on qualifications, sector knowledge, and firm size. Smaller firms often pay more than large firms with structured pay scales. Larger firms, in turn, rely on graduate succession planning, which can lead to longer hiring processes (sometimes up to six months).

Qualified by Experience (QBE) Candidates

There has been a notable increase in salaries for QBE professionals, with offers ranging from £40k–£55k for those with over ten years of experience, particularly those who can work independently or in management roles. The historic £40k salary ceiling has now been broken, with similar trends seen for slow-track studiers.

Benefits & Workplace Trends

Beyond salary, benefits play an increasingly crucial role in hiring and retention. We recommend that anyone earning over £30k should receive at least 22 days of holiday—as failing to offer this could drive candidates toward competitors.

Perks such as YuLife, Perkbox, and similar schemes are becoming more common and are relatively low-cost for businesses while adding value for employees.

Hybrid Working & Legal Considerations

Hybrid working has begun to decline, but with upcoming legal changes in the next six months, it is essential to have a clear strategy. We advise consulting with an HR representative or legal advisor to ensure compliance. If one team member is granted hybrid working, businesses must provide a strong case for why others cannot—otherwise, employees may have grounds to claim unfair treatment from day one of employment.

If you need any advice on this, please let us know and we can put you in touch with a specialist law firm based in Bicester who we’ve found incredibly helpful in recent months.