The Impact of Caregiving on Talent and Leadership in CPA Firms

Why It Matters

Caregiver support directly influences talent retention and leadership development in CPA firms, making it a strategic business issue rather than a personal one. Firms that fail to address these needs risk losing high‑performing professionals and weakening their future leadership pipeline.

Key Takeaways

• 63% of firms cite burnout as top retention issue.
• MOVE 2026 studies caregiving impact on mid‑career professionals.
• Participation provides benchmarking data, recognition, and strategic roadmap.
• Register by April 30 for 10% discount on Snapshot or Scorecard.
• Lack of caregiver support threatens leadership pipeline in CPA firms.

Pulse Analysis

The accounting sector is confronting a talent crunch that extends beyond salary and promotion pathways. While traditional metrics such as compensation and career opportunities remain important, the 2026 Accounting MOVE Project highlights caregiving as a hidden yet powerful factor shaping employee decisions. Mid‑career professionals—predominantly women juggling aging parents, dependent children, and demanding client work—are reporting heightened burnout, a trend that 63% of firms already identify as their primary retention obstacle. By quantifying these pressures, MOVE provides firms with a data‑driven lens to see the full picture of workforce health.

MOVE’s tiered participation model translates insight into action. A free survey grants firms access to national benchmarks, while the Snapshot delivers focused comparison data and targeted recommendations. The comprehensive Scorecard goes further, offering confidential, firm‑specific analyses and a strategic roadmap for building caregiver‑friendly policies. Participants also become eligible for prestigious recognitions such as Best CPA Firms for Women and Best CPA Firms for Equity Leadership, reinforcing the business case for inclusive talent strategies. Early adopters benefit from a 10% discount if they register by April 30, creating a financial incentive to prioritize the issue.

For the broader CPA industry, acknowledging caregiving as a business imperative could reshape leadership pipelines. Firms that implement flexible work arrangements, paid caregiving leave, and supportive culture are likely to retain high‑performing staff, sustain client service quality, and enhance firm reputation. Conversely, firms that ignore these needs may face escalating turnover costs and a depleted pool of future leaders. As the MOVE findings are slated for release in October, firms have a narrow window to gather data, act on recommendations, and position themselves competitively in a market where talent is the most valuable asset.