Checking In on Mental Wellness in the Profession

In October and November 2025, CPABC’s Mental Wellness Steering Committee conducted its third mental wellness survey of CPA members and candidates, building on earlier surveys from 2021 and 2022. As in previous years, the results of the CPABC survey were compared against the Mental Health Index (MHI),¹ a national survey conducted quarterly by Telus Health, the provider of CPABC’s member assistance program. In addition to providing national results, the MHI provides BC-level insights, allowing for meaningful comparison.

While this year’s results show some signs of improvement, they also signal a clear call to action for employers—specifically, to support the mental wellness of staff and stave off issues like burnout by maintaining adequate staffing, especially during busy seasons, and by giving candidates enrolled in the CPA certification program adequate time to complete their studies.

What follows is an overview of the key trends that emerged from this year’s survey.

Against the benchmark

Compared to CPABC’s two previous mental wellness surveys, which were conducted in the immediate aftermath of the pandemic, the results of the 2025 survey show moderate improvement when measured against the MHI. Reduced levels of anxiety, depression, and social isolation appear to be driving this upward shift.

Notably, CPA respondents’ scores (65.2) are now more aligned with both national (64.0) and provincial (63.7) averages, suggesting that CPAs’ mental wellness has moved back in line with the general workforce. Previously, CPAs mental wellness scores were two to three points lower than those of BC and Canadian workers overall.

However, progress remains slow. When asked “compared to this time last year, would you say your mental wellness is better, worse, or about the same,” an equal number of CPAs reported improved mental health (29% said better) as those who reported declines (28% said worse). Stigma also emerged as a growing concern—particularly apprehension that disclosing a mental health issue could negatively affect career opportunities.

Overall, the findings suggest that mental wellness continues to improve, but at a gradual pace.

Work-related stressors

Across the profession, work continued to be the predominant source of stress. CPAs who reported working more overtime at any point during the year were more likely to rank themselves lower in terms of mental wellness and higher in terms of exhaustion and feeling overwhelmed. CPAs also had a lower work productivity index at 56.2 compared to workers in BC (63.3) and Canada (63.4).

Three times as many CPAs identified work, rather than personal life, as the primary cause of stress; this contrasts sharply with the general workforce in BC and Canada, where personal life typically plays a more substantial role.

More than 50% of CPAs said they felt exhausted at the end of each workday, a figure that has increased since 2022. While workload pressures remain a central factor, CPAs also reported higher-than-average concerns related to work-life balance, insufficient resources or support, a lack of recognition or feedback, unclear expectations, and poor communication.

Employers, especially firms, should be mindful of the factors that contribute to burnout (see pages 32-33 of the magazine for more). Recognizing that teams shouldn’t be expected to operate short-handed, particularly during busy season, employers need to plan proactively to ensure that they have adequate staffing, provide appropriate support, and keep workloads manageable and sustainable. And, given the demands of the CPA program, they should make sure candidates have access to the flex time needed for studying.

Members and candidates should prioritize self care (nutrition, exercise, and sleep) to maintain balance. Without this foundation, burnout can quickly become a compounding cycle that’s harder to break (see pages 40-41).

Personal stressors

Though less dominant than work-related concerns, personal stressors continue to affect CPA respondents. Lack of time was the most commonly cited personal stressor—likely linked to demanding work commitments, but indicative of broader pressures as well. Many CPAs also reported higher levels of personal expectations compared to other BC and Canadian workers, highlighting the unique performance pressures faced by members of the CPA profession.

Mental wellness benefits

Most working CPAs reported having access to at least some form of employer-provided mental wellness support. Common offerings include prescription drug coverage, flexible work arrangements, life insurance, and coverage for therapy. Less common but still valued benefits include gym subsidies, on-site fitness programs, and employee resource groups.

Perceived value across these supports was exceptionally high, even for benefits used by relatively few employees, such as disability coverage or peer support groups. Among those who used these supports, the vast majority found them helpful, reinforcing for employers the importance of maintaining a diverse suite of mental wellness resources.

The use of CPABC’s own mental wellness offerings remained low. However, CPAs who were familiar with these resources viewed them positively and felt that CPABC provides an appropriate range of supports.

Sector-specific highlights

Differences emerged among several subgroups, illustrating how career stage, life stage, and workplace environment intersect with mental wellness outcomes.

• Organization size: CPAs working in large organizations (500+ employees) were more likely to report worsening mental health over the past year.
• Stigma: While stigma generally decreased with age, both senior and non-senior leaders expressed more concern than executives that a mental health issue could limit their career advancement.
• Workload and vacation: Individuals who work the most hours, particularly during peak periods, and those who take less vacation days were more likely to report concerns about career prospects and experience negative self-perceptions related to mental wellness.
• Public practice and candidates: CPAs in public practice, candidates, and those consistently working longer hours showed poorer mental wellness indicators overall.

Given the broad value placed on mental wellness supports, it is fundamental to the profession’s well-being overall that candidates and CPAs across all career and life stages have access to diverse resources.

Looking ahead

CPABC will continue to promote its mental wellness programs and work to normalize conversations about mental health within the profession. However, reducing stigma requires collective action. Employers of CPAs across all sectors play a critical role in fostering environments where mental health concerns do not carry perceived career risks or other negative ramifications.

Sustained progress depends on ongoing dialogue. We encourage all members of the profession to engage in and support these important conversations.

About the survey and the respondents

• • The survey was conducted by Leger on behalf of CPABC in October and November 2025.
  • 2,001 CPAs and candidates participated.
  • 67% of respondents were in the Mainland/Southwest region of the province, 17% were in the Vancouver Island/Coast region, and the remaining 16% were in other regions of BC.
  • 53% of respondents worked in industry and 21% worked in public practice.
  • The most common role respondents held within their organizations was “Accountant/Senior Accountant/Analyst” followed by “Manager/Senior Manager.”
  • 43% worked at a small organization (1-99 employees), 19% at a mid-sized organization (100-499 employees), and 30% at a large organization (500+ employees).
  • The vast majority of respondents were employed, with 84% working full time.

Breakdown of survey respondents by number of years in the profession (as of 2025):

• • CPA for 16+ years: 41%
  • CPA for 6 to 15 years: 26%
  • CPA for 5 years or less: 16%
  • CPA candidate: 17%

Kerri Brkich is the vice-president of external affairs and communications for CPABC and the chair of CPABC’s Mental Wellness Steering Committee.

This article was originally published in the May/June 2026 issue of CPABC in Focus.

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