In our Ask a Recruiter feature, our specialist recruitment team tackles key topics around attraction, recruitment and retention.
This month, Tinashe Muvaki, who specialises in personal injury and clinical negligence recruitment across the North West, shares his advice with a law firm reviewing its salary strategy for 2026.
With increasing pressure around pay expectations, the firm wants to remain competitive without creating wider issues around fairness, profitability or retention.
“We know salary expectations have shifted over the last few years, and we want to stay competitive when attracting and retaining lawyers.
How can we offer competitive salaries without overpaying or creating pressure elsewhere in the firm?”
It’s one of the biggest balancing acts firms face at the moment.
Lawyers are more aware of market rates than ever before. At the same time, many firms are under pressure to manage costs carefully and maintain internal consistency.
The good news is that staying competitive doesn’t always mean paying the highest salaries in the market.
Here’s where firms tend to get the balance right.
Start With Market Reality, Not Assumptions
One of the biggest mistakes firms make is relying on outdated salary expectations.
The market has shifted significantly in recent years, particularly in specialist and high-demand areas.
That doesn’t mean firms need to constantly chase the top end of the market. But they do need an accurate understanding of:
- What competitors are offering
- Which practice areas are under the most pressure
- Where expectations are rising fastest
Without that visibility, it’s difficult to make informed decisions.
Think Beyond The Headline Salary
Salary matters. But it’s rarely the only thing lawyers assess.
We regularly see lawyers accept slightly lower salaries because the wider offering is stronger.
That might include:
- Better flexibility
- More manageable workloads
- Stronger supervision and support
- Clearer progression opportunities
- Better team culture
The key is making sure those strengths are genuine and clearly communicated.
Be Consistent Internally
Retention issues often emerge when firms focus heavily on external hires while existing teams feel overlooked.
That’s why salary decisions need to be considered in the wider context of:
- Internal parity
- Progression pathways
- Reward structures
- Team morale
A strong external offer can quickly create internal pressure if it feels inconsistent or reactive.
Avoid Using Salary To Solve Every Problem
Higher salaries can attract attention quickly. They rarely fix:
- Poor workload balance
- Lack of progression clarity
- Weak management
- Cultural frustrations
When those issues exist, salary often becomes a short-term sticking plaster rather than a long-term solution.
The firms seeing the strongest retention are usually the ones taking a broader view of engagement and value.
Be clear about what your firm offers
Lawyers make more confident decisions when firms communicate openly about:
- Expectations
- Targets
- Flexibility
- Development opportunities
- Long-term progression
Clarity builds trust.
It also helps firms attract lawyers who are genuinely aligned with how the business operates, rather than simply those chasing the highest offer.
Use salary benchmarking proactively
Salary reviews are most effective when they’re proactive rather than reactive. Waiting until someone resigns, a counter-offer appears or recruitment becomes urgent often limits your options.
Regular benchmarking helps firms make measured decisions before pressure builds.
How We Can Help
At Realm, we help law firms understand how salary expectations are evolving across different regions, practice areas and levels of experience.
Alongside our salary guides and market insight, we work with firms to sense-check salary positioning within the wider context of attraction, retention and long-term team stability.
If you’re reviewing your salary strategy for 2026, Tinashe or your usual Realm consultant would be happy to talk through what’s happening in your market and where your offering sits competitively.
