The legal job market is more competitive than ever, with only 5% of lawyers actively looking for a new role. In this landscape, law firms need to think strategically about how they attract, recruit, and retain top talent.
Our 2024/25 State of the Market Report reveals what legal professionals value most from an employer and how firms can adjust their approach to secure and keep the best lawyers.
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Pay Still Reigns Supreme – But There’s a Disconnect
For the third year in a row, pay remains the number one priority for legal professionals, with 95% citing it as a key factor when choosing an employer. However, only 58% of lawyers feel they are paid fairly, marking a decline from 64% in 2023.
What This Means for Law Firms:
Stay competitive – Benchmark salaries against the market and be transparent about pay progression.
Consider total compensation – Bonuses, profit-sharing, and benefits packages can help bridge the gap between base salaries and overall remuneration.
Communicate your value – If your salaries are in line with the market, make sure candidates and employees know this.
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Job Security Is Back in the Spotlight
For the first time, job security has entered the top three priorities for lawyers, with 93% saying it’s important. Given the economic uncertainty and cost-of-living pressures, many legal professionals are prioritising long-term stability.
What This Means for Law Firms:
Demonstrate financial stability – Showcase the firm’s resilience, growth plans, and financial health to reassure potential hires.
Offer long-term career development – Lawyers want to see a future with their employer. Clear progression pathways and structured career planning can help.
Retain key talent – High turnover can signal instability. Investing in retention will strengthen your EVP and employer brand.
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Wellbeing Is More Important Than Ever
83% of lawyers say a positive approach to wellbeing is a must when considering a move, up from 74% last year. At the same time, 86% of lawyers believe their workplace has a significant impact on their health and happiness.
What This Means for Law Firms:
- Support mental health – Offer access to counselling, wellbeing initiatives, and a culture that actively promotes mental health.
- Create a sustainable workload – Overworked lawyers are more likely to leave. Ensuring manageable caseloads and promoting a culture of realistic expectations can help.
- Encourage work-life balance – Flexible and hybrid working remain important, especially for senior lawyers.
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Progression and Flexibility Are Key to Retention
Lawyers aren’t just looking at their current role—they’re thinking long-term. Our report found that 76% of lawyers prioritise clear progression opportunities, yet many feel their firms aren’t delivering.
Similarly, 79% of lawyers say flexible working is important, and 69% prioritise home working, though fewer firms are offering remote options than in previous years.
What This Means for Law Firms:
- Make career progression clear – Define clear promotion pathways and provide structured development plans.
- Embrace hybrid working – Firms offering at least two days of remote work per week are keeping up with the market average.
- Tailor flexibility to seniority – 80% of senior lawyers (8+ years PQE) value flexible working, so firms that cater to this will be better positioned to retain experienced talent.
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Culture and Recognition Matter More Than Status
While pay is crucial, our findings show that cultural fit (78%) and feeling valued (86%) are also major priorities. Lawyers want to work in environments where they feel supported and appreciated.
Interestingly, while job title and firm prestige used to be key drivers, only 45% of lawyers now say that job status is important, and just 25% prioritise working for a prestigious firm.
What This Means for Law Firms:
- Focus on cultural fit – Hiring the right people for your firm’s culture will improve retention and engagement.
- Recognise and reward staff – Regular feedback, pay reviews, and career development conversations show employees they’re valued.
- Promote work that matters – Lawyers gain satisfaction from meaningful work, so make it clear how their role makes an impact.
How Law Firms Can Stand Out in 2025
With so few lawyers actively looking for a move, firms need to rethink their Employer Value Proposition (EVP) to attract and retain top talent.
To succeed, firms should:
- Ensure pay is competitive and transparent
- Emphasise long-term job security and career growth
- Invest in wellbeing and work-life balance initiatives
- Offer hybrid working options in line with market expectations
- Foster a strong and supportive firm culture
By aligning your EVP with what legal professionals truly value, you’ll not only attract the right lawyers but also retain them for the long term.
We’re excited to announce the upcoming release of our EVP eBooklet, a practical resource designed to assist law firms in refining and promoting their Employee Value Proposition effectively. If you would like to receive an early copy to position your firm for success, please get in touch.
