In our Ask a Recruiter feature, our specialist recruitment team will tackle a topic relating to attraction, recruitment and retention.
This month, Associate Consultant Kim Stark gives her advice to a Head of Department considering how to navigate a period of parental leave within their team.
“One of our senior solicitors has just shared the exciting news that she is expecting her first child. We’re considering our options for covering her workload while she’s on maternity leave – whether we should hire a temporary replacement or distribute her caseload across the rest of the team.
What would you advise?”
When a senior solicitor announces she’s expecting her first child, it’s an important moment that requires careful planning to ensure her workload is managed effectively during her maternity leave. As the Head of Department, deciding whether to hire a temporary replacement or redistribute her cases across the team is a critical operational decision. This choice can have significant implications for your firm’s productivity, client satisfaction, and team dynamics.
Here are some of the factors to consider to help you make the best decision for your firm.
Assess the Workload and Client Expectations
Before making any decisions, conduct a thorough assessment of the solicitor’s current workload. How complex are her cases? Are there ongoing matters that require consistent attention? What are the client expectations regarding continuity and communication?
If her workload involves high-stakes matters, or if she has long-standing relationships with clients who expect continuity, hiring a temporary replacement might be the most prudent option. This ensures that there’s a dedicated person focused on her caseload, maintaining the high standards your firm is known for.
Consider the Capacity of Your Existing Team
The next step is to evaluate the current capacity of your team. Are your other lawyers already operating at full capacity, or do they have the bandwidth to take on additional work?
If the workload can be comfortably spread across the team without causing burnout or a drop in quality, redistributing her cases might be a viable option. However, if the team is already stretched thin, this could lead to stress, reduced morale, and potential mistakes, which could harm client relationships and your firm’s reputation.
Evaluate the Costs and Benefits
Hiring a temporary replacement involves direct costs, including recruitment, onboarding, and potentially higher salaries if you need someone with the same level of expertise. However, these costs might be offset by the benefits of maintaining high client satisfaction, meeting deadlines, and avoiding overburdening your current team.
On the other hand, redistributing the workload might save on hiring costs but could lead to indirect costs like decreased efficiency, higher stress levels, and even potential attrition if team members feel overwhelmed.
Flexibility and Future Planning
It’s also worth considering a hybrid approach. You might redistribute a portion of her workload to the team while hiring a temporary solicitor for particularly critical cases or to assist during peak periods. This flexibility allows you to manage the workload without overwhelming your team or risking client dissatisfaction.
Furthermore, planning for potential extensions of maternity leave or phased returns (such as part-time initially) can help you avoid last-minute scrambles and ensure a smooth transition.
Legal and Cultural Considerations
Lastly, remember the legal obligations and cultural implications of your decision. Ensure that any plan complies with employment laws regarding maternity leave and does not place undue pressure on the solicitor to return prematurely. Additionally, consider how your decision reflects the firm’s culture and commitment to supporting employees during significant life events.
Ultimately, the decision should be guided by a balance of operational needs, client expectations, and team well-being. If your firm values long-term relationships, client continuity, and maintaining a high standard of work, hiring a temporary replacement may be the best option. However, if your team has the capacity and the cases are less complex, redistributing the workload might suffice.
Whichever path you choose, open communication with your team and the solicitor going on maternity leave is key. Ensuring everyone is on board and understands the plan will help in maintaining morale, managing expectations, and ensuring a smooth transition.
In any case, it’s advisable to consult with a legal recruitment specialist to explore all your options and find the best temporary talent if needed. The right decision will not only help your firm manage this period smoothly but also reinforce your firm’s reputation as a supportive and well-managed practice.
If you’d like further advice, I can help you. Get in touch on 03300 245 606 or email kimberley.stark@realmrecruit.com
