A majority (75%) of senior accountants at public accounting firms described this busy season—the period from January through April—as “somewhat” or “extremely” stressful, compared to 22% of associates, according to the results of a new survey from staffing agency Distinct.
In addition, among the 110 audit and tax professionals surveyed, 74% called their work-life balance “fair” or “poor” during busy season, with seniors most likely (46.9%) to rate it “poor.”
But despite senior accountants having the highest “poor” work-life balance percentage across all levels—associates, seniors, managers, and partners—they also had the highest share (9.4%) who rated it “excellent.”
“This is likely growing pains of stepping into greater responsibility while still carrying a heavy workload,” Distinct said in a blog post about the survey results.
Stress levels varied by role
When asked to describe their overall busy season experience, 54.6% of audit and tax professionals said it was either “somewhat” or “extremely” stressful. Another 35.5% called it “manageable but challenging,” while just 10% had a positive experience, reporting either “relatively smooth” (8.2%) or “rewarding and low-stress” (1.8%).
Stress levels varied notably by role, according to Distinct:
- Associates were least likely to describe the season as stressful: Most (61.1%) found it “manageable but challenging,” with a small but notable share calling it “relatively smooth” (11.1%) or even “rewarding” (5.6%).
- Seniors reported the highest levels of stress: Three in four said the season was “somewhat” (28.1%) or “extremely” (28.1%) stressful.
- Managers had a similarly difficult experience: 53.8% of managers described the season as stressful, while just 3.8% reported it went smoothly.
- Partners reflected a wide range of experiences: While 29.4% described the season as “extremely stressful,” others rated it as “manageable” (35.3%), “relatively smooth,” or “rewarding (11.7%).”
“Unsurprisingly, those working 40-50 hours per week were significantly more likely to report a positive busy season. Many credited proactive planning, regular check-ins, clear client boundaries and intentional limits on working hours,” Distinct said in its blog. “In contrast, professionals clocking 61-80 hours were significantly more likely to report high stress. But it wasn’t just the volume; it was also a lack of control. Themes like unclear expectations, reactive workflows and last-minute pressures emerged repeatedly. For many, it was the unpredictability, not just the hours, that made the season feel challenging.”
According to the survey, nearly 80% of respondents worked more than 51 hours per week during busy season. The 51-to-60-hour range was most common (48.1%), while 31.4% worked more than 61 hours. Managers and partners were the most likely to exceed 70 hours at 38.4% and 20.5%, respectively.
Associates were most likely to report a positive busy season experience, with 55.5% rating their work-life balance as “good” or “excellent.” By comparison, the majority of managers (53.8%) rated their work-life balance as “fair,” with fewer calling it “good” (19.2%) and only 3.8% rating it “excellent,” the survey found.
Partners again showed the greatest variety: 41.2% reported “poor,” while others were distributed across “fair” (29.4%), “good” (20.6%), and “excellent” (8.8%).
“This suggests that seniority doesn’t necessarily shield professionals from imbalance but may offer greater autonomy,” Distinct said.
Recognition falls short for mid-career professionals
On average, respondents rated how recognized and rewarded they felt at just 6.5 out of 10. While partners averaged 7.6, both seniors and managers lagged at 5.9, highlighting a mid-career recognition gap.
“A clear pattern emerges when looking at busy season experience: perceived recognition starts strong early in a professional’s career, drops sharply mid-career, and rises again later on,” Distinct said.
The survey found that:
- Professionals who have completed one or two busy seasons reported the highest average recognition at 7.6. This likely reflects early enthusiasm, lower expectations, and/or targeted retention efforts by firms.
- Scores hit a low point among those who have experienced six or seven busy seasons, averaging just 5.2: Often on the cusp of partnership, these professionals may face mounting pressure with unclear career paths, leading to fatigue or disillusionment.
- Recognition rebounds among those who have completed eight or more busy seasons, who average 6.9: Many in this group likely hold senior roles or have developed greater control over their time and workload, leading to improved perceptions of value.
Overall, the data reveals a “mid-career slump” in public accounting, particularly at the senior and manager levels, Distinct said. These professionals play a critical role in delivery, leadership, and client relationships, yet often feel overlooked.
“For firms looking to retain experienced talent and build a sustainable leadership pipeline, this is a risk worth addressing,” Arran Jaiswal, a director at Distinct, said in a statement. “Whether through clearer advancement pathways, more consistent feedback, or meaningful recognition programs, targeted efforts are needed to re-engage this vital group and ensure they see a future worth staying for.”
Illustration credit: Nauval Wildani/iStock
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