How to hire remote workers at your accounting practice

Published Wednesday 17 June 2026

Table of contents

• Benefits of hiring remote workers at your practice
• Risks and challenges of remote hiring
• 5 steps to hire and onboard remote workers effectively
• Technology and tools for managing remote teams
• Advising clients on remote hiring
• Strengthen your practice with the right support
• FAQs on hiring remote workers

Key takeaways

• Hiring remote workers gives your practice access to a wider talent pool, reduces overhead costs, and helps you retain top performers by offering the flexibility they expect.
• Clear policies around data security, availability hours, and performance expectations are essential before you bring any remote team member on board.
• NZ-specific obligations apply to remote hires, including the Employment Relations Act 2000, the Health and Safety at Work Act 2015, and proper contractor versus employee classification.
• Cloud-based tools like Xero, video conferencing platforms, and project management software make it practical to run a high-performing distributed team.

Benefits of hiring remote workers at your practice

Remote and hybrid work arrangements are now standard across the accounting and bookkeeping profession. Offering remote roles isn't a perk; it's a competitive requirement for attracting and keeping skilled staff.

Attract talent beyond your local market

When a role can be done remotely, you're no longer limited to candidates within commuting distance. You can recruit specialists in tax, advisory, or cloud accounting from anywhere in New Zealand, or internationally. For practices in smaller centres, this is often the difference between filling a role in weeks rather than months.

Retain experienced staff

Flexibility is one of the most effective retention tools available. If your best people have strong client relationships and deep institutional knowledge, offering remote options can stop them leaving for a competitor. The cost of replacing an experienced accountant or bookkeeper, including recruitment, onboarding, and lost productivity, far exceeds the cost of supporting flexible work.

Reduce overhead costs

Fewer people in the office means lower costs for rent, power, telecommunications, and hardware. If you hire contractors in other regions, you may also benefit from different rate structures. Keep in mind that contractor versus employee classification carries legal obligations in New Zealand, so get the structure right from the start.

Boost productivity

Remote workers often report fewer interruptions and greater control over how they structure their day. When you set clear expectations around deliverables and deadlines, you'll typically see strong output from remote team members. You also avoid paying for unproductive commuting time.

Risks and challenges of remote hiring

Remote work isn't a perfect fit for every role or every person. Understanding the common challenges will help you put the right safeguards in place.

Isolation and culture

Your practice's culture is built through personal relationships, and those are harder to maintain when people work remotely. Some team members thrive working independently; others feel disconnected without regular face-to-face interaction. Video calls help, but they don't fully replace in-person connection.

Scheduling across time zones

If you hire someone overseas, time zone differences can make collaboration difficult. Team meetings, client calls, and project handoffs all require coordination. A 24-hour service model can work well for some practices, but it demands careful planning.

Communication gaps

Written communication carries more weight in remote teams. Misunderstandings happen more easily when you can't read body language or have a quick desk-side conversation. If you hire internationally, language differences can add another layer of complexity to client interactions and internal workflows.

Technology troubleshooting

Setting up and supporting remote workers takes more effort when your IT team can't physically access their devices. Hardware configurations, software installations, and security patches all need to be managed from a distance. Build extra time into your onboarding plan for technical setup.

Turnover risk

Remote workers who feel disconnected from the team are more likely to leave. When that happens, the time you've invested in training and building client relationships walks out the door. A structured onboarding and engagement plan can reduce this risk significantly.

5 steps to hire and onboard remote workers effectively

A structured approach to hiring remote workers will save you time and reduce risk. These five steps cover the essentials for bringing remote team members into your practice.

1. Define the role and work arrangement

Start by deciding whether the role suits a remote, hybrid, or in-office arrangement. Consider the client interaction required, the sensitivity of the data involved, and whether the person needs to be in your time zone. Be clear in your job listing about what you're offering: fully remote, hybrid with set office days, or flexible with occasional travel.

2. Get your employment structure right

In New Zealand, the Employment Relations Act 2000 governs the distinction between employees and contractors. Misclassifying an employee as a contractor can result in penalties, back-pay obligations, and reputational damage. If you're hiring overseas contractors, consider IRD obligations and whether a double tax agreement applies. Get legal advice if you're unsure about classification.

3. Set up data security and compliance policies

Your practice has a responsibility to protect client data, regardless of where your team works. Create a clear policy covering password requirements, software updates, approved devices, and acceptable use of firm systems. Specify what the practice will pay for, such as internet, software licences, and hardware, and what costs the worker covers. Under the Health and Safety at Work Act 2015, your obligations extend to remote workspaces, so include guidance on ergonomic setup and reporting hazards.

4. Agree on expectations and deliverables

Document specific goals, deadlines, reporting requirements, and availability hours before the person starts. If you need them online during core hours, say so upfront. Cover expectations around client interactions, time tracking, expense reporting, and professional conduct. Clear expectations from day one prevent misunderstandings later.

5. Onboard with intention

Remote onboarding takes more deliberate effort than in-office induction. Schedule structured check-ins during the first few weeks, assign a buddy or mentor, and provide access to all the systems and documentation they'll need. Introduce them to the team through video calls and include them in regular team rituals. A strong onboarding experience reduces early turnover and gets new hires productive faster.

Technology and tools for managing remote teams

The right technology stack makes remote work practical and secure. You don't need dozens of tools; you need the right ones, well integrated and consistently used across your team.

Cloud accounting and practice management

Xero gives your team real-time access to client data from anywhere, with bank reconciliation, invoicing, and reporting built in. For practices at Silver tier and above in the Xero Partner Programme, Xero Practice Manager helps you track jobs, time, and billing across your team. Hubdoc pulls bills and receipts into Xero automatically, reducing manual data entry for both your practice and your clients.

Communication and collaboration

Video conferencing platforms like Zoom or Microsoft Teams are essential for team meetings, client calls, and one-on-ones. Pair these with a messaging tool for quick questions and day-to-day coordination. Set norms around response times and when to use synchronous versus asynchronous communication.

Project and task management

A shared project management tool keeps everyone aligned on deadlines, task ownership, and progress. This is especially valuable during busy periods like tax season, when you need visibility across the team's workload. Choose a tool that integrates with your existing systems to avoid double handling.

Security tools

Multi-factor authentication, password managers, and endpoint protection are non-negotiable for remote teams handling sensitive financial data. Consider a virtual private network (VPN) for accessing firm systems, and make sure all devices used for work meet your security standards.

Advising clients on remote hiring

Your clients are navigating remote hiring decisions too, and they'll look to you for guidance. As their trusted adviser, you're well placed to help them get the structure right from the start.

When a client is considering remote hires, raise the key compliance questions early: are they classifying workers correctly as employees or contractors? Have they updated their employment agreements to reflect remote arrangements? Are they meeting their health and safety obligations for home-based workers? These are the areas where mistakes carry real financial and legal consequences.

You can also help clients choose the right tools. Recommend cloud accounting software like Xero so both you and your client can access financial data in real time, regardless of where either team works. This keeps your advisory relationship efficient and reduces the back-and-forth that slows down compliance work.

Strengthen your practice with the right support

Hiring remote workers is one part of building a modern, resilient practice. The tools, training, and community you surround yourself with matter just as much as the people you hire.

The Xero Partner Programme gives you free Xero for your own practice, 24/7 priority support, access to Xero HQ for managing your client portfolio, and listing in the Xero Advisor Directory. As your practice grows, higher partner tiers unlock additional tools like Xero Practice Manager and Xero Tax.

Join the partner program

FAQs on hiring remote workers

Here are some frequently asked questions about hiring remote workers at accounting and bookkeeping practices.

Do I need a written employment agreement for remote workers in NZ?

Yes. Under the Employment Relations Act 2000, every employee in New Zealand must have a written employment agreement, whether they work remotely or in the office. The agreement should specify the work location, hours, and any remote-specific arrangements.

What health and safety obligations apply to remote workers?

The Health and Safety at Work Act 2015 requires you to manage risks in any workspace your employees use, including home offices. You should provide guidance on ergonomic setup, ensure workers know how to report hazards, and carry out periodic check-ins to confirm the workspace is safe.

How do I decide if someone should be an employee or a contractor?

The distinction depends on the real nature of the relationship, not just what the contract says. Factors include the level of control you have over how the work is done, whether they can work for others, and who provides tools and equipment. Employment New Zealand provides guidance, but seek legal advice if the situation is unclear.

How can I keep remote workers engaged and connected?

Schedule regular one-on-one check-ins, include remote team members in all-hands meetings, and create informal channels for social interaction. Assign a mentor during onboarding and recognise contributions publicly. The more intentional you are about inclusion, the less likely remote workers are to feel isolated.

Is remote work in accounting going away?

Remote and hybrid roles are firmly established in the accounting and bookkeeping profession. Cloud-based tools have made it practical to deliver most services from anywhere, and candidates increasingly expect flexible arrangements. Practices that offer remote options are better positioned to attract and retain talent.