Transforming Biglaw: Embracing Flexible Work Models

Learn why one firm decided to “buck the Biglaw trend and lean into flexible working,” and why your firm should do so too.

Over the past two years, Biglaw firms have been scaling back remote work policies and pushing employees back to the office, citing reasons like training and team culture. However, this move appears to be more about compensating for leadership and management shortcomings rather than genuinely enhancing productivity. By clinging to traditional practices, firms stifle innovation and ignore employees’ preferences for flexible work arrangements.

A study by the Pew Research Center found that 58% of white-collar workers would prefer to work remotely three or more days per week. Another study by Slack found that “workers with flexible or hybrid work schedules are happier and more likely to stay with their employer longer than their in-office counterparts.” 

Based on such new studies, it is clear that flexible work arrangements boost retention and job satisfaction, yet Biglaw continues to cling to outdated models, ignoring clear benefits. This rigid approach not only harms employees through stress and burnout but also hampers recruitment and limits access to a broader talent pool. Firms like Fennemore demonstrate that remote work can enhance productivity and satisfaction, but Biglaw’s reluctance to adapt reflects a flawed management strategy that values tradition over innovation.

At Talent Engines, we help law firms and candidates find their perfect fit. We believe in finding a work culture that works for both the law firm and the associate – a culture that aligns with a person’s career aspirations and values. Visit Talent Engines to learn more!

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