In our Ask a Recruiter feature, our specialist recruitment team tackles key topics around attraction, recruitment and retention.
This month, Junior Consultant Jemma Davies shares her advice with a law firm that wants to start 2026 with a clearer understanding of its people risks. With ambitious plans in place, the firm is keen to make sure capacity, succession and retention issues don’t undermine delivery later in the year.
“We’re entering 2026 with some a solid business plan and want to make sure our people strategy isn’t a weak link.
How can we use the beginning of the year to spot capacity and retention risks early, before they start to affect delivery?”
January is a natural point for reflection in the legal market.
Many lawyers begin the year reassessing workload, progression and long-term fit. At the same time, law firms are reviewing budgets, structures and business plans with fresh eyes.
That combination creates a valuable opportunity, but only if firms use it well. Those that don’t often find issues surfacing later in the year, when options are more limited.
Here’s how to use January to gain clarity and build resilience.
Look beyond headcount and assess real capacity
January is the right time to move past surface-level numbers.
A team can appear fully staffed and still be stretched. Capacity is shaped by supervision demands, reliance on key individuals, and work that sits outside chargeable hours.
Ask:
- Where are teams already operating with little margin?
- Which roles would be hardest to cover at short notice?
- How much flexibility exists if someone reduces hours or leaves?
- These questions often reveal risks that aren’t obvious on paper.
Challenge assumptions around succession
Succession planning often relies on informal expectations rather than clear preparation.
Someone will step up. Someone will be ready. Someone will stay.
January is a good moment to pressure-test those assumptions. Identifying gaps early doesn’t mean acting immediately, but it does prevent surprises later.
Pay attention to early engagement signals
Retention risk rarely starts with a resignation.
It shows up in quieter ways:
- Sustained fatigue becoming normal
- High performers disengaging while still delivering
- Lawyers questioning whether the pace is sustainable
January check-ins, stay interviews and development conversations can surface these issues early, while there’s still time to respond thoughtfully.
Map where pressure is likely to build this year
If you already know certain teams or roles will face increased demand in 2026, plan for that now.
Working with your recruitment partner to map likely pressure points allows you to:
- Anticipate hiring needs
- Avoid rushed decisions
- Reduce reliance on reactive recruitment
Proactive planning creates far more control than responding under pressure.
Start the year with visibility
You don’t need a perfect people plan in January.
What you do need is clarity around where your biggest risks sit, and how they connect to your wider business goals.
That visibility makes every decision later in the year more deliberate and less reactive.
Looking ahead
At Realm, we help law firms understand where pressure is building and plan people strategies that support long-term growth.
If you’d like to talk through your priorities for 2026, Jemma or your usual Realm consultant would be happy to have a confidential conversation about capacity, succession and retention risks, and how to address them early. Get in touch on 03300 245 606 or send us a message.
