Business 4 min read By Alice Ashford
EY offers bonuses up to $25,000 for AI-era human skills
Ernst & Young is investing $100 million in bonuses for U.S. employees who demonstrate human skills like judgment and adaptability alongside AI fluency, as the accounting industry adapts to automation.
Ernst & Young is spending $100 million to reward U.S. employees who prove that human expertise still matters in an AI-driven workplace. The Big Four firm will offer cash awards of up to $25,000 to individuals and teams whose work demonstrates “future-focused” skills such as business acumen, judgment, and adaptability, alongside experimentation with technology to improve client services. Smaller spot awards of up to $500 are also available for contributions that support innovation.
The initiative reflects a broader industry shift as accounting firms push employees to become more fluent in AI while preserving the distinctly human capabilities that machines cannot easily replicate. Ginnie Carlier, EY Americas chief talent and culture officer, said the awards are designed to encourage professionals to bring a curious mindset to their work and to challenge what is possible. “How we reward our people defines what we value as a firm,” she said in a statement.
The move comes as AI takes over routine tasks that once gave junior staff a grounding in the fundamentals of accounting. A recent BambooHR survey found that one-third of new accounting and finance hires quit within their first year, as the role of entry-level workers changes alongside the technology. The survey also showed a three-to-one ratio of senior-level hires to entry-level hires, indicating that companies are increasingly favouring experienced workers even as they ask younger employees to build new skills.
Young workers are already thinking carefully about which abilities to protect. At KPMG, 76% of the latest summer intern cohort said future career success will require both strong human skills and the ability to direct AI effectively. At the same time, 43% worried that overreliance on technology could limit their critical-thinking abilities. Derek Thomas, KPMG U.S.’s national partner-in-charge of university talent acquisition, said the ability to evaluate information, apply context, and explain the reasoning behind a recommendation will be critical for early-career professionals aiming for leadership.
Margaret Burke, PwC U.S. talent acquisition and development leader, echoed that view, describing the current moment as one of “learning agility.” She said AI still needs people who can think critically, ask better questions, and apply judgment. “If you can be the person who helps your team move forward in the face of change, you’re already leading,” she said.
The challenge for firms is not just teaching young workers which skills to develop, but ensuring there are opportunities to develop them. As AI handles more of the tedious work, employers need talent that knows how to assess its output, design processes around it, and decide where human judgment is required. Justin Judd, BambooHR’s CFO, highlighted the importance of verification: “I’m glad that a generative AI tool has let us generate something that’s interesting, but is it right? Is it correct?”
