The importance of succession planning, particularly in small and medium accounting practices, continues to become increasingly important with the impending retirement of the ‘baby boomer’ generation. Planning for succession and retirement within a small practice is even more critical in rural, regional and remote areas where staff recruitment and retention is already an issue. This study provides insight into the views of principals of small accounting practices toward succession planning within a regional area of Australia. Applying Sambrook's model of succession, findings reveal that formal succession planning is no longer considered possible by these principals given the perception of generational differences and a change in employment and workplace expectations within the small accounting practice environment.