BSA 2024 Internal Audit Salary Guide v3 SPREADS - Flipbook - Page 13
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Barclay Simpson’s data tells a slightly different
story within the audit industry. According to our
candidate survey, only 1% of internal audit, assurance
and controls professionals are currently expected
to work 昀椀ve days in the of昀椀ce, while the majority
(54%) work from home two or three days a week.
That said, we are seeing a broader shift in hybrid
working models, with employers wanting people
back in the of昀椀ce more regularly. This often means
a minimum of three days a week in the of昀椀ce for
many London-based roles.
More than half (51%) of organisations said they
required staff to come in at least three days
a week in 2023, up from 41% the previous year. Fewer
employers are also con昀椀dent that their existing
hybrid or remote working policies will remain in place
over the long term (81% last year versus 89% in 2023).
Understandably, employees are reluctant to give
up the added 昀氀exibility they enjoyed during the
pandemic. Nearly 70% of professionals admit they
would consider changing jobs if they weren’t able
to have the 昀氀exible working set-up they desired,
which is a notable rise from 58% who said the same
the previous year.
from stricter 昀氀exible working policies being introduced at London-based 昀椀rms.
“Flexible working is becoming increasingly important for many professionals within internal audit,
assurance and controls,” says Adam Hair, Senior
Consultant at Barclay Simpson.
“During the pandemic, most people were working
remotely, so regionally based candidates could
accept higher-paying roles further a昀椀eld that
required minimal of昀椀ce presence,” says Steve
Driver, Principal Consultant at Barclay Simpson.
“This is especially true for the many candidates who
started families during lockdown. As hybrid working
mandates change, they are being asked to work
from the of昀椀ce more, so they’re seeking new roles
that offer better 昀氀exibility for childcare.”
More than a quarter (26%) of professionals told us
that remote working or a better work-life balance
was the main reason they sought a new role in 2023.
Organisations appear to be aware their approach
to 昀氀exible working is becoming an issue. Nearly
a third (32%) say their hybrid or remote working
policy is causing recruitment or retention problems
– a moderate increase from 26% in 2022.
On the other hand, regional employers could bene昀椀t
“Employers outside London therefore struggled
to attract talent, but candidates are beginning
to seek out local opportunities again as companies
tighten their 昀氀exible working policies.”
Public sector organisations also stand to gain from
these changes. Flexible working has traditionally
been an attractive perk of public sector roles, which
often struggle to compete on salary.
These jobs were subsequently less desirable in the
pandemic years because most workplaces offered
remote working. If other employers continue to rein
in their 昀氀exible working policies, we expect these roles
to become more attractive again.
