KPMG, Deloitte and PwC have collectively dismissed 35 staff in response to issues ranging from harassment to data breaches, while managing slower revenues and shrinking headcounts. Increased scrutiny of internal culture and greater demand for openness are influencing how these firms address complaints, though differing practices raise concerns over consistency and accountability.
The consulting sector has faced growing calls to reform its workplace environments. This momentum followed a 2023 independent review of EY, which uncovered concerns related to overwork, bullying and harassment. Although the review focused on EY, it triggered broader shifts across the industry, with other firms beginning to disclose the outcomes of internal complaints.
In the 2025 financial year, KPMG handled 32 formal complaints, all of which led to confirmed findings of misconduct. These included 12 sexual harassment cases, 19 breaches of the firm's code of conduct and one data breach. As a result, 16 employees were dismissed and 16 received formal written warnings. Despite a drop in revenue, KPMG improved its profit margins. The firm's total workforce has declined by 7%, now totalling about 9000 employees.
Deloitte, with more than 11,000 staff following a year-on-year decline of 7.5%, reported 101 substantiated misconduct cases. These led to 14 staff dismissals and further disciplinary actions such as written reprimands and counselling. The firm experienced a fall in both revenue and profit. Key issues identified included disrespect, harassment and policy breaches, though no detailed breakdown was provided in its annual report.
PwC reported five dismissals and 16 written warnings for misconduct during 2024. The firm's workforce has reduced sharply to approximately 6500, down from nearly 10,000 the previous year. PwC is currently the only one of the four major firms to publish fully audited financial statements, offering a more transparent view of both financial and internal matters.
EY has yet to report its current misconduct figures. Unlike others, EY does not follow a comprehensive public model for reporting outcomes from internal complaints. Its limited 2024 disclosures noted 14 formal outcomes, with two involving members of senior leadership.
The push for increased transparency around workplace behaviour appears to be growing, though differences in disclosure and disciplinary procedures suggest a lack of uniform standards across the industry. As staff numbers fall and reputational risks grow, firms are working to balance reform efforts with concerns over talent retention and operational stability.
