Why Small and Mid-Sized Accounting Firms Must Prioritize L&D in 2025
In 2025, the accounting profession is facing rapid transformation. From the CPA Evolution exam overhaul to the explosion of generative AI, the skills required of CPAs and accounting staff are shifting faster than ever before. And while Big Four firms are aggressively investing in upskilling, small and mid-sized firms risk falling behind.
This blog explores why Learning & Development (L&D) is not just a “big firm luxury” but an essential growth lever and risk management tool for firms of every size.
Let’s start with some sobering facts:
Without proactive L&D, firms are losing top talent and falling behind in automation, compliance, and advisory services.
Here’s why investing in a structured Learning & Development program is essential in 2025:
With the CPA Evolution exam emphasizing IT controls, data analytics, and strategic thinking, onboarding and upskilling must adapt accordingly. New hires expect training that aligns with these competencies.
CPE compliance is also intensifying:
Accounting isn’t just debits and credits anymore. Firms need teams fluent in:
L&D allows firms to offer targeted microlearning and credentials without the overhead of large training campuses.
When employees can’t see a path to grow, they leave. L&D provides:
EY found 94% of employees were more likely to stay when they had access to structured L&D. The same logic applies, if not more urgently, for smaller firms, where each team member has a larger impact.
Small firms often cite “no time for training” as a reason to delay L&D. Ironically, this makes productivity even harder.
Firms that use:
You don’t need a learning analytics department. Just start with simple metrics:
Even saving 6-8 hours per auditor per engagement through upskilled automation, as seen at PwC, can dramatically improve margins.
| Component | Why It Matters |
|---|---|
| LMS Platform | Even a basic one helps manage compliance and track learning |
| CPE-Aligned Content | Ensures state, IRS, and PCAOB compliance |
| Digital Upskilling Courses | Builds relevance in tech-driven audits and reporting |
| Soft Skills & Leadership | Supports firm growth, DEI, and client relationships |
| Micro-Assessments | Reinforces learning and documents competency |
L&D is no longer just for the Big Four.
In fact, small and mid-sized firms have an advantage: they can act fast, personalize training, and show immediate ROI without the bureaucracy.
By building an L&D program that meets compliance needs and fuels growth, your firm becomes:
At MYCPE ONE, we’ve helped hundreds of small and mid-sized accounting firms build high-impact L&D programs without high overhead. From CPE compliance to digital upskilling and career pathing we have the platform, content, and expertise to future-proof your talent.
In today’s fast-evolving accounting landscape, L&D is no longer optional, it’s strategic. For small and mid-sized firms, embracing a learning culture unlocks better retention, sharper compliance, tech fluency, and long-term growth. You don’t need a massive budget just a clear roadmap, flexible tools, and commitment.
With the right partners, you can empower your team, elevate your services, and stay competitive in 2025 and beyond. It’s time to invest in your people; the return will speak for itself.
A lean yet impactful L&D strategy includes an LMS (even a basic one), CPE-aligned content, digital skills training, soft skills modules, and micro-assessments. It should be modular, measurable, and personalized to each team member’s career path.
Yes. Affordable options like on-demand CPE portals, regional learning alliances, and platforms like MYCPE ONE offer high-value training without enterprise-level costs. Many tools offer pay-as-you-go models and badge-based progression to control spend.
When employees see clear growth paths, recognition for upskilling, and access to relevant training, they’re more engaged and less likely to leave. Structured L&D has been shown to reduce turnover and boost team morale, especially in smaller teams.
Start simple: total CPE hours per employee, course/badge completion rates, internal promotions, retention trends, and time saved in workflows post-training. These KPIs show clear ROI without complex analytics systems.
Choose training providers that are NASBA-, IRS-, or PCAOB-compliant and offer ethics, audit, and state-specific content. An LMS helps track progress and ensure your team meets the 120-hour, 3-year requirement with ease.
Amrit has over six years of experience in continuing education, focusing on CPE for Accounting, Tax, Finance, HR, Payroll, and Technology in the US, Canada, and UK. Amrit simplifies compliance, creates easy-to-use solutions, and helps professionals stay updated while saving time on their education requirements
Learning & Development (L&D) for CPA & Accounting Firms: A Complete Guide
Amrit Singh
