FRS 102 Revised Seminar Brings South Yorkshire Finance Leaders Together
In collaboration with Shorts Chartered Accountants, we recently hosted a seminar for senior finance professionals from across the region.The event brought together a number of Finance Directors, Financial Controllers and senior leaders from across the region for a morning of insight, discussion and networking over breakfast. It was a pleasure to welcome so many familiar faces, alongside new contacts, reflecting the strength and depth of the Yorkshire finance community. The seminar was presented by Howard Freeman, Audit & Accounts Partner, and Andy Ryder, Corporate Finance Partner at Shorts. We are extremely grateful to both speakers for sharing their time and expertise, and for delivering a clear, practical overview of the forthcoming changes to FRS 102, which came into effect on 1 January 2026 and are expected to impact a significant number of UK businesses. The session explored what is changing and why, particularly in relation to lease accounting and revenue recognition, and considered what the updates mean in practice for finance teams and business leaders. The speakers also addressed the new reporting requirements under FRS 102, the potential impact on EBITDA and valuation methodologies, and the key considerations for organisations as they prepare for implementation. Rather than focusing purely on technical detail, the seminar encouraged broader discussion around readiness, communication with stakeholders and the commercial implications of the changes. This led to a highly engaged Q&A session, with attendees sharing perspectives and experiences from their own organisations. At Sharp Consultancy, we are committed to supporting the finance community beyond recruitment alone. Events such as this form part of our ongoing effort to create opportunities for connection, knowledge-sharing and professional development among senior finance professionals. We would like to extend our sincere thanks to Shorts for partnering with us on this event, and in particular to Howard and Andy for delivering such an informative and thought-provoking session. We are also grateful to everyone who attended and contributed to the discussion. We look forward to hosting further events in the coming months and continuing to work closely with our network of finance leaders across the region.If you would like to discuss how these changes may impact your finance team, or if you are considering strengthening your leadership function, please contact us for a confidential conversation.
Part-time employment continues to play an important role within UK businesses, and the accountancy and finance sector is no exception.
From transactional finance teams to senior-level specialists, part-time working arrangements can offer organisations flexibility while enabling access to highly skilled professionals. However, as with any resourcing strategy, there are both advantages and considerations to take into account.
The benefits of employing part-time finance professionals
Managing costs effectively
In finance functions where workload fluctuates or does not justify a full-time position, employing someone on a part-time basis can be a cost-effective solution. This is particularly relevant for roles such as Management Accountants, Finance Managers or specialist project-based positions where output can be delivered within reduced hours.
Attracting and retaining high-calibre talent
Flexible and part-time opportunities can significantly widen the talent pool. Experienced finance professionals returning to work after a career break, parents seeking improved work-life balance, or senior individuals looking to reduce hours later in their career often bring substantial technical expertise and commercial insight. Offering part-time or flexible working can therefore support both attraction and long-term retention.
Operational flexibility
Part-time arrangements allow finance teams to scale resources in line with business demand. Hours can be structured around month-end, year-end, audit cycles or specific projects. Options may include reduced daily hours, fixed working days, term-time contracts or job share arrangements, all of which can be tailored to business needs.
Improved morale and productivity
Introducing part-time support can reduce pressure on full-time employees, particularly where teams are stretched during busy periods. This can help manage workloads more effectively, reduce reliance on overtime and support overall morale within the finance function.
Considerations when employing part-time staff
Additional costs and planning
While part-time employment can reduce salary costs, employers should consider associated expenses such as training, benefits and onboarding time. These need to be factored into workforce planning to ensure the role delivers value.
Recruiting for Part-Time Finance Roles
Before recruiting, employers should assess whether a role is suitable for part-time working.
Define objectives and outcomes
Clarify what the role needs to deliver and how long each responsibility is likely to take. This helps determine whether objectives can realistically be achieved within reduced hours. A clear role specification outlining required technical skills and personal attributes is essential.
Determine working patterns
Consider whether certain tasks must be completed on specific days or at fixed times, such as reporting deadlines or stakeholder meetings. This will help establish how much flexibility is possible and whether a part-time-only or job-share arrangement is most appropriate.
Tailor the recruitment process
Part-time opportunities can attract candidates who may not consider a full-time role. Make the recruitment process accessible by scheduling interviews on relevant working days and clearly communicating flexibility from the outset.
Managing Part-Time Finance Employees
Clear and inclusive communication
Ensure part-time employees receive all key communications, even when they are not in the office. This may involve using email, messaging platforms or follow-up calls. For meetings or briefings, consider holding sessions at times that enable all team members to attend or providing alternative options.
Flexibility and expectations
Agree in advance whether part-time staff can work additional hours during peak periods or attend meetings outside their normal schedule. Clear expectations help avoid misunderstandings and ensure consistency.
Access to training and development
Part-time finance professionals should have equal access to training, development and progression opportunities. This may involve adapting delivery methods, such as condensed sessions or blended learning approaches.
Fair Treatment of Part-Time Employees
Part-time workers must be treated equally to comparable full-time employees performing similar roles. This includes:
Salary and pay rates (pro rata)
Access to pension schemes
Training and career development opportunities
Consideration for promotion
Statutory and enhanced family leave entitlements
Pro rata contractual benefits, including annual leave
When implemented thoughtfully, part-time working can be a highly effective resourcing strategy within accountancy and finance teams. By clearly defining role requirements, maintaining open communication and ensuring part-time professionals are fully integrated and supported, organisations can access valuable expertise, improve workforce flexibility and build resilient finance functions that are well equipped to support long-term business objectives.
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Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield, our experienced consultants work closely with businesses across Yorkshire and beyond to deliver tailored recruitment solutions.
Contact us today to discuss your finance recruitment needs.
