The Key to Retaining a Part-Qualified Accountant

Retaining a part-qualified accountant requires a structured investment in their professional development, combining financial study support with a clear post-qualification career path. By aligning incremental pay rises with exam success, businesses can reduce turnover and secure long-term loyalty from their emerging finance leaders.

Key Points

Financial Incentives: Offer incremental salary increases linked to exam progress to prevent talent from seeking higher pay elsewhere.
Study Support Packages: Provide comprehensive funding and dedicated leave to demonstrate a tangible commitment to their career.
Long-Term Mapping: Clearly define the role's evolution into a qualified position to ensure the employee sees a future within the firm.
Mentorship: Pair studiers with qualified peers to bridge the gap between theoretical learning and practical application.

Hiring a part-qualified accountant can be one of the smartest long-term investments your finance team makes. But holding onto them in the long run can be where many businesses fall short.

If you’re looking to hire someone who’s planning to study or is mid-study, you’re not just hiring for now. You need to acknowledge that you’re making an active investment into someone’s future. If that employee doesn’t feel valued or supported throughout their study journey, there is every chance they’ll look elsewhere before you can say “exam results”.

To help, we talked to our specialist Accountancy & Finance Recruitment specialists to get them to break down what really keeps a part-qualified finance team member engaged and loyal, even once they’re qualified.

Top 5 Things to Consider When Hiring a Part-Qualified Accountant

1. Recognise Their Progress

Offering incremental pay rises throughout an accountant's studies acknowledges their hard work and maintains high levels of motivation. In our experience, lack of financial recognition is the primary driver behind why part-qualified accountants leave. If an employee does not see their technical advancement reflected in their salary, they are significantly more likely to explore the external market.

2. Provide a Clear Progression Plan

A clear progression plan defines exactly how a part-qualified accountant will use their ACCA, CIMA, or ACA qualification within your business once they pass their final exams. If the answer is unclear, it acts as a red flag for the candidate. Ask yourself: do you really need a student in this role, or would a qualified-by-experience hire meet your finance team's needs more sustainably?

3. Offer Full Study Support

Full study support typically includes course funding, exam fees, and 2-3 days of study leave per module to ensure the candidate has the best chance of success. It’s not just about paying for the course - providing a supportive environment benefits both parties. Companies offering full packages see higher retention rates compared to those offering only partial reimbursement.

4. Think About Mentorship

Pairing your new part-qualified accountant with a mentor can transform both performance and confidence. The ideal mentor is someone who has completed the same professional qualification. A mentor helps bridge the gap between theory and practice, providing real-world insight and responsibility as the junior accountant grows, making them a more capable asset faster.

5. Make Sure to Budget for Pay Rises After Qualification

If you’ve been rewarding progress along the way, the qualification pay rise shouldn’t come as a shock. Planning your budget ahead of time ensures your newly qualified accountant feels properly valued when they reach their goal. Failing to meet market rates upon qualification often results in immediate resignation as the candidate's market value peaks.

Be Sure of These Things Before You Hire

Before you hire a part-qualified accountant, it’s worth asking yourself a few tough questions:

Can your business offer most of the support outlined above?
If not all, can you adjust your package to be as competitive as possible?
To ensure you’re being as competitive as you can be, have you benchmarked your potential package against other similar positions in the region?
If you can’t offer those essentials, is a qualified-by-experience professional a better fit?

Making sure you and your hiring team are being honest about what you can and can’t offer from the outset will prevent frustration. This is better for your business in the long run; without this certainty, you run the risk of losing a key team member. For more hiring advice, explore our Beginner's Guide: Hiring a Contractor.

Retention Ultimately Comes Down to Trust

Ultimately, retaining a part-qualified accountant in your team is all about building a relationship of mutual trust and respect. When you value their effort, invest in their growth, and recognise their achievements throughout their qualification, they’re far more likely to return that loyalty long term.

Psychologically, people feel a sense of loyalty toward employers who’ve supported their journey. It’s a simple but powerful retention tool, and one that goes beyond salary. You may also find our 2026 Talent Forecast useful for understanding wider hiring trends.

Need advice on attracting and retaining part-qualified accountants?

Our finance recruitment specialists can help you structure a competitive, realistic offer that keeps top talent loyal. Get in touch with Sewell Wallis today.

Accountancy Recruitment FAQs

What is a part-qualified accountant?

A part-qualified accountant is a finance professional who has commenced their professional studies with a body such as ACCA, CIMA, or ACA but has not yet completed all required exams. These individuals typically possess strong

foundational knowledge and are actively working toward full chartered status.

How much study leave should I offer a part-qualified accountant?

Standard competitive practice in the UK is to offer 1 to 3 days of study leave per exam sitting, in addition to the day of the exam itself. Providing this time allows the employee to focus on their professional development without the distraction of daily tasks, leading to higher pass rates.

What happens to an accountant's salary when they qualify?

Upon becoming fully qualified (ACCA/CIMA/ACA), an accountant typically expects a significant salary uplift to match their new market value. This increase reflects their ability to take on more complex financial responsibilities and sign off on statutory requirements.

Can I hire a qualified-by-experience accountant instead?

Qualified-by-experience (QBE) accountants are professionals who have the equivalent knowledge of a chartered accountant through years of practical work but have not sat the formal exams. QBE hires are often more stable and cost-effective if your firm cannot offer a full study support package.

How do I prevent my part-qualified accountant from leaving after they qualify?

To prevent post-qualification turnover, you must provide a clear "Step 2" for their career, such as moving into a Finance Manager or Senior Analyst role. Retention is highest when the employee feels their new skills will be utilised in a more strategic capacity within the firm.