Is moving staff back to the office more days a week a good idea for your law firm?
In the post-pandemic landscape, law firms across the UK and beyond are reevaluating how, where, and when their teams work. While remote and hybrid models became the norm out of necessity, many firms are now urging staff to return to the office for more days each week. But is this shift truly beneficial for law firms—and more importantly, their people?
At Anakin Seal Legal, we work closely with legal professionals and hiring managers daily, giving us a front-row seat to the evolving workplace expectations in the sector. Below, we explore whether increasing in-office presence is a strategic move—or a potential misstep.
The Case For More Office Days
1. Collaboration and Mentorship
Legal work thrives on collaboration. From junior solicitors learning through osmosis to senior partners bouncing around case strategies, being physically present can foster stronger communication and faster learning. Many firms worry that a purely remote model risks diluting the vital knowledge transfer that occurs informally in the office.
2. Firm Culture and Team Cohesion
Maintaining a cohesive firm culture is far easier when colleagues regularly interact face-to-face. The subtle reinforcement of values, shared lunches, and spontaneous conversations can deepen team trust and retention—especially in multi-generational or newly merged firms.
3. Productivity and Client Perception
Some leaders argue that productivity improves in a structured office setting, where distractions are reduced and supervision is easier. Additionally, clients may feel reassured by seeing a firm’s workforce visibly present, viewing it as a sign of professionalism and stability.
The Case Against More Office Days
1. Employee Expectations Have Shifted
The legal talent market is candidate-driven. A significant number of candidates we talk to prioritise flexibility over salary. Mandating more office days risks alienating high performers or prompting them to explore opportunities elsewhere—especially when competing firms offer greater autonomy.
2. Remote Work Does Work
Many firms reported record productivity during the remote era. With the right tech infrastructure, client communication, drafting, and even court attendance can all be managed from home. For knowledge-based roles like legal professionals, outcomes often matter more than presence.
3. Diversity, Equity & Inclusion Considerations
For some staff—especially those with caring responsibilities, disabilities, or long commutes—being in the office more frequently can be a significant burden. Flexible work has broadened access to legal careers; scaling it back could undo some of that progress.
A Middle Ground: Purposeful Presence
Rather than reverting to rigid in-office mandates, many firms are finding success with “purposeful presence.” This model encourages staff to come into the office for specific reasons—team meetings, client strategy sessions, or mentoring—while maintaining flexibility on other days.
By framing office attendance around value rather than visibility, firms can meet business goals without damaging morale or increasing attrition.
Key Takeaways for Law Firm Leaders
- Survey your teams before making changes—engage in open dialogue to understand what staff need to thrive.
- Lead by example. If partners aren’t in the office, younger lawyers won’t see the benefit of being there either.
- Adapt by department. Practice areas differ in their need for collaboration; blanket policies may not serve everyone.
- Stay competitive. Your firm’s working model is now a major part of your employer brand. If it’s too rigid, talent will look elsewhere.
Final Thoughts
Moving staff back to the office more often might bring some tangible benefits—but only if it’s done thoughtfully and with flexibility in mind. In today’s legal market, firms must balance business needs with employee expectations to attract and retain top talent.
At Anakin Seal, we help law firms and in-house legal teams navigate these challenges daily. Whether you’re refining your working model or searching for legal professionals who align with your culture, we’re here to help.
Need help attracting talent in today’s hybrid world?
Contact us today to learn how our tailored legal recruitment solutions can support your firm’s success.
