10 Flexible Work Models for Law Firms

Law firms are embracing flexible work to attract talent and boost productivity. Here are 10 models shaking up the legal world:

1. Remote Work
2. Flexible Hours
3. Job Sharing
4. Part-Time Work
5. Results-Based Work
6. Sabbatical Programs
7. Gradual Retirement
8. Freelance and Contract Work
9. Yearly Hour Targets
10. Four-Day Workweek

Why the shift? Lawyers want better work-life balance, and firms see benefits:

• 89% of lawyers can now work remotely
• 44% of young lawyers would quit for more flexibility
• Remote lawyers bill 10% more hours on average

But it's not all smooth sailing. Firms face challenges like:

• Keeping client data safe
• Building team bonds
• Balancing work and home life

To make flexible work... work, firms need to:

1. Use secure, cloud-based tools
2. Set clear expectations
3. Focus on outcomes, not hours
4. Keep communication open

The future of law is flexible. Firms that adapt now will have an edge in attracting and keeping top talent.

Model	Key Benefit
Remote Work	No commute, lower costs
Flexible Hours	Better work-life balance
Job Sharing	Keep skilled part-timers
Part-Time	Retain talent, fight burnout
Results-Based	Focus on outcomes, not hours

Related video from YouTube

Why Law Firms Need Flexible Work

Law firms are facing a reality check. The old-school "work till you drop" model? It's not cutting it anymore. Here's why law firms NEED to get on board with flexible work:

Lawyers Are Burning Out

Let's face it: lawyers are working themselves into the ground.

• 75% of lawyers work outside normal hours often or always
• 39% say long hours mess up their personal lives
• On average, lawyers clock over 50 hours a week

Result? Burnout, depression, and mental health issues. Flexible work could be the lifeline lawyers need to find some balance.

Top Talent Wants Flexibility

Law firms are hemorrhaging talent to more flexible options:

• 60% of mid-level associates would jump ship for better work-life balance
• Only 27% would leave for more cash

If firms don't offer flexibility, they risk losing their best people to competitors or in-house roles.

Productivity Can Actually Go Up

Worried about productivity? Don't be. Flexible work often boosts output:

• Remote lawyers bill 10% more hours on average
• 72% of lawyers struggle to disconnect from work

Flexible schedules let lawyers work when they're in the zone.

It's Good for the Bottom Line

Flexible work can slash costs:

Cost Savings	How
Office space	Smaller offices = lower rent
Turnover	Keep your lawyers, save on recruiting
Productivity	Happy lawyers = more billable hours

The Future is Flexible

The legal world is changing fast:

• Only 33% of firms offer flexible hours
• Just 22% allow remote work
• But 72% of employees want a hybrid model post-pandemic

Firms that adapt now will be ahead of the game.

"After Covid-19, when almost all lawyers worked remotely, people realized the 9-5 office grind isn't the only way." - Duane Cormell, Managing Director, Realm Recruit

Bottom line? Law firms that embrace flexible work can snag top talent, boost productivity, and set themselves up for success. It's not just a nice-to-have anymore—it's a must-have to stay competitive in today's legal world.

10 Flexible Work Models for Law Firms

Law firms are changing how they work. Here are 10 flexible models shaking things up:

1. Remote Work: Lawyers work from anywhere
2. Flexible Hours: Choose work times that fit
3. Job Sharing: Two people, one full-time role
4. Part-Time Work: Fewer hours per week
5. Results-Based Work: Focus on outcomes, not hours
6. Sabbatical Programs: Extended time off
7. Gradual Retirement: Slowly reduce hours
8. Freelance and Contract Work: Hire for specific projects
9. Yearly Hour Targets: Meet annual, not weekly, goals
10. Four-Day Workweek: Full-time hours in fewer days

Let's dive into job sharing - it's making waves in law firms.

Job Sharing: A Game-Changer for Lawyers and Firms

Job sharing splits one full-time job between two people. It's not just talk - big law firms are doing it now.

Take Kathryn Jump and Lisa Tye at Shoosmiths. They've job shared for nearly 15 years:

• Each works 3 days a week
• They overlap on Wednesdays
• Together, they lead a top planning practice in England

"Job sharing made us braver and more confident than we'd be alone." - Kathryn Jump, Shoosmiths Partner

Even global giant Herbert Smith Freehills (HSF) is on board.

Job Sharing Benefits at HSF
Keeps staff longer
Attracts more clients
Boosts graduate numbers
Improves work-life balance

Patricia Low, HSF's National Leader of Equal Opportunity and Training, has job shared for about 10 years:

"I'm all for job shares. Done right, they're great for the firm and clients."

Clients like it too. They want firms that walk the talk on diversity.

Making job sharing work takes:

• Clear communication
• Regular catch-ups
• Solid handovers

The result? Happier lawyers, satisfied clients, and a more flexible firm. It's proving its worth in law.

Remote Work

Remote work is changing how law firms operate. It's not just a trend - it's becoming the norm.

Why? It's simple:

• No commutes
• Lower office costs
• Happier lawyers

COVID-19 kicked this into high gear. Now, many firms offer full-time remote or hybrid options.

Check out these stats from the ABA:

Remote Work in Law Firms
89% of lawyers can work remotely
18% can work remotely full-time
45% can choose their own schedule

Big firms are jumping on board:

Morgan Lewis lets associates work from home 1-2 days a week. Baker McKenzie's bAgile program covers all North American staff. Shearman & Sterling offers 2 remote days per month.

But it's not all smooth sailing. Law firms face challenges like:

• Keeping client data safe
• Building team bonds
• Balancing work and home life

So, how can firms make remote work... work?

1. Use secure, cloud-based tools
2. Set clear work hours
3. Track tasks with project management systems
4. Hold regular virtual team meetings

"The legal industry is traditional, but we've seen more and more law firms offering flexible jobs and remote work opportunities." - Sara Sutton, FlexJobs founder

Bottom line: Remote work can save money and boost job satisfaction. But it needs smart planning to succeed in law.

As lawyers demand more flexibility, remote work isn't going anywhere. It's here to stay.

2. Flexible Hours

Law firms are ditching the 9-to-5 grind. Why? Flexible hours let lawyers balance work and life better.

Here's what it looks like:

• Shift your start and end times
• Work 4 long days instead of 5
• Split your day (e.g., 6 AM-noon, 4 PM-8 PM)

It's a win-win. Lawyers get better work-life balance and job satisfaction. Firms see higher productivity.

Check out these real-world examples:

Firm	Flex Policy
Ashurst	Work from home or 7 AM-3 PM
Mishcon de Reya	Choose your workdays
Travers Smith	Office or home? You pick

It's making waves. 40% of lawyers say flexible work is their top job perk, according to Legal Cheek.

But it's not just about happy lawyers. It's smart business. Global Workplace Analytics says firms could save $11,000 per employee yearly with part-time remote work.

How are lawyers using this freedom?

• A D.C. attorney works 6 AM-2:55 PM to get the kids from school
• One lawyer does two long office days and homeschools the rest
• Another splits their day: work in the morning, kids in the afternoon

"Find a schedule that meets your personal and professional needs." - Clio Author

To make it work, firms should:

1. Ask staff what they need
2. Set clear rules on core hours
3. Use tech to track time and tasks
4. Keep client service top-notch

It's not perfect. Team meetings can be tricky, and work-life lines can blur. But for many firms, the upsides outweigh the downsides.

In today's legal world, flexible hours aren't just nice to have. They're a must.

3. Job Sharing

Job sharing splits one full-time job between two part-time workers. It's catching on in law firms as a way to keep talent and improve work-life balance.

Here's the gist:

• Two lawyers share one role
• They split hours, tasks, and pay
• Both are on the hook for the job's success

Why are firms trying this? It helps them:

• Keep skilled lawyers who can't do full-time
• Attract more talent
• Boost productivity

Real-world example: Lander & Rogers, an Australian firm, set up job sharing for returning parents. Daniel Proietto, Head of Employment Practice, pitched it to Amy Frydenberg and Emma Purdue.

Their setup:

Day	Who Works
Monday-Tuesday	Amy
Wednesday	Both (overlap day)
Thursday-Friday	Emma

They catch up on Wednesdays. Emma Purdue says:

"We have a running sheet of all our matters and spend 15 minutes updating each other on what's been happening in the first half of the week."

It's working well. Amie Frydenberg feels "more organized and efficient than ever."

Job sharing isn't just for parents. It can work for:

• Lawyers near retirement
• Those with health issues
• Anyone wanting better work-life balance

Some studies show job sharers are 30% more productive than full-timers.

Making it work takes effort:

1. Clear communication is key

2. Define roles and responsibilities

3. Have a solid handover process

4. Use tech to stay connected

Kathryn Jump and Lisa Tye, partners at Shoosmiths, have job-shared for 15 years. Their advice? Regular catch-ups and keeping each other in the loop.

"Job sharing makes me feel superhuman, and it's not just employees that benefit", says Kathryn Jump.

For firms considering job sharing:

• Start with a trial run
• Create a clear policy
• Provide training and support
• Get feedback and adjust

Job sharing isn't perfect. Coordinating schedules and maintaining consistency can be tricky. But for many firms, the benefits outweigh the challenges.

As the legal world changes, job sharing offers a way to adapt, keep talent, and meet new workforce needs.

4. Part-Time Work

Part-time work is shaking up law firms. It's giving lawyers more control and better work-life balance. Here's the deal:

Aspect	Details
Hours	As low as 20 per week
Schedule	Flexible
Pay	Prorated
Benefits	Often included

Many firms now offer part-time options. Some even let full-timers switch without hurting partnership chances.

Anna Piel, a part-time contract lawyer, says:

"Most law firms and headhunters are new to part-time, so they will want to hear what you propose."

Negotiating tips:

• Calculate your hourly rate
• Ask for pay based on billable hours
• Request a rate review after a few months

Some lawyers find they're MORE productive part-time. One lawyer did more in less time after switching to a two-day office schedule.

Part-time isn't just for parents or near-retirees. It's for any lawyer wanting better balance or fighting burnout.

Companies like Axiom are jumping on board. They offer part-time jobs with benefits like prorated salaries, PTO, health insurance, and retirement plans.

For firms, part-timers can be cost-effective and flexible.

Making part-time work:

1. Set clear boundaries

Know your hours. Stick to them. Tell everyone.

2. Use tech

Video calls keep you productive and connected.

3. Stay updated

Keep up with legal changes, even with fewer hours.

4. Network

Build relationships to stay visible in the legal world.

Part-time work has challenges. Some lawyers might struggle to get clients or compete with full-timers. But for many, the better balance is worth it.

As law evolves, part-time work is becoming a real option for lawyers who want more control over their lives.

5. Results-Based Work

Results-based work focuses on outcomes, not hours logged. It's about what lawyers achieve, not how long they sit at their desks.

Here's the gist:

Aspect	Details
Focus	Outcomes and deliverables
Measurement	KPIs
Flexibility	Work anytime, anywhere
Client Benefit	Faster work, potential cost savings

Why are law firms jumping on this trend? It boosts efficiency and keeps lawyers happy.

Take Hogan Lovells. In 2017, they switched to a digital review platform. Now, lawyers get feedback on demand. Allison Friend, their Chief HR Officer in the Americas, says:

"Our lawyers now have a process for getting thoughtful input as frequently as they want to improve their skills."

It's not just about happy lawyers. It's about profit too. Fixed-fee firms can earn more by working smarter, not longer.

Want to make it work in your firm? Try this:

1. Set clear goals

Pick 3-5 quarterly objectives. Keep teams laser-focused.

2. Use data

Track progress regularly. Spot issues early, pivot if needed.

3. Embrace tech

Automate admin work. Free up time for billable tasks.

4. Rethink reviews

Ditch annual reviews. Go for frequent, short check-ins.

This shift isn't just about individual performance. It's about firm success. The Edge International Global Partner Compensation Survey found a change in what firms value. Only 20% saw personal billing as crucial. But 75% highly valued business development and cross-selling.

Results-based work isn't a walk in the park. It needs a mindset shift. But for many firms, the efficiency and satisfaction boost is worth it.

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6. Sabbatical Programs

Sabbaticals are becoming a big deal in law firms. Why? They help keep good lawyers around and fight burnout.

Take KO Law Firm, for example. They've got a pretty sweet deal:

What	How Much
Time off	2 months
When you can take it	After 7 years
How often	Every 7 years
Do you get paid?	Yep, full pay

This isn't common. Only 5% of companies offer paid sabbaticals, according to the Society for Human Resource Management.

Dan Fredrickson, a KO Law Firm partner, tried it out in summer 2023. He said:

"Sabbaticals let you REALLY unplug."

He spent nearly three months touring Turkey, Italy, and France with his family. No work, just fun.

Brad Schoenfeld, another partner, took two months off in 2021. He shared:

"It was great for me and my family to recharge. It's good for our clients too - we come back ready to work harder than ever."

Sabbaticals aren't just good for lawyers. They can make employees happier and more likely to stick around. But firms need to plan carefully:

1. Make sure client work gets done while people are away.

2. Get the team to cover for those on sabbatical.

3. Set clear rules about who can take time off and when.

4. Help people actually disconnect during their break.

Sabbaticals aren't everywhere in law yet, but they might catch on. Thomson Reuters offers up to six months unpaid leave every five years for employees who've been there over three years.

Why does this matter? The American Bar Association says 32% of lawyers feel depressed, and 23% deal with anxiety. Long breaks could help with these issues, giving lawyers a chance to recharge and come back fresh.

7. Gradual Retirement

Law firms are warming up to gradual retirement. Why? It's a win-win: firms keep seasoned pros, and lawyers ease into retirement.

Here's the typical breakdown:

Stage	Hours	What You Do
Full-time	40+	Everything
Phase 1	30-35	Less cases, more mentoring
Phase 2	20-25	Few cases, share knowledge
Phase 3	10-15	Advise, keep client ties

Reid Wilson from Wilson Cribbs + Goren is taking this route:

"You have to plan for these things. Clients like knowing it's a long-term transition, not an overnight change."

He's stretching his retirement over a decade, focusing on big-picture stuff while handing off daily tasks.

Why are firms into this? Two big reasons:

1. Money talks: Partners over 60 bring in 25% of revenue at most firms.
2. Smooth handoffs: A third of partners plan to retire within 10 years.

To make it work:

• Plan early
• Keep clients in the loop
• Sell the perks of fewer hours
• Pair retiring lawyers with up-and-comers

Some firms get creative. Davis Wright Tremaine brings up retirement with clients first, making sure they're cool with new faces taking over.

For lawyers, it's not just about work. Don Knebel from Barnes & Thornburg says:

"After 40 years of brain work, doing nothing isn't that appealing."

He's passing the torch while gearing up for a new gig at Indiana University's IP Research Center.

8. Freelance and Contract Work

Law firms are embracing freelance and contract attorneys. Why? It's a smart way to handle specific projects and workload ups and downs.

Leila Kanani, founder of Intermix Legal Group, puts it simply:

"It's agile staffing. You're staffing your projects without the headache of adding a full-time employee."

What do these freelancers do? They draft pleadings, help with discovery, prep for trials, do legal research, and review documents.

For law firms, it's a win-win:

• Save money (no benefits or overhead)
• Hire only when needed
• Get specialized know-how
• Test drive potential full-timers

And for attorneys? It's about freedom and balance. Take Kendra Morrill, who left Jones Day after 13 years to freelance through Intermix. She kept her career going while gaining flexibility.

How much does it cost? Freelancers with 5-15 years of experience charge $100-$150 per hour or $200-$800 per project.

Zachary Ziliak, a Chicago lawyer, uses freelancers to handle workload swings:

"There are so many people who want to be home with kids, who want to work part-time, who have plenty of industry knowledge, and who don't want to work 60-plus hours at a downtown law firm."

Want to make freelancing work for your firm? Here's how:

1. Figure out what you need 2. Set your budget 3. Use trusted platforms like LAWCLERK or Montage Legal Group 4. Be clear about what you want 5. Keep an eye on quality

It's that simple. Freelancers can be your secret weapon for getting work done without the hassle.

9. Yearly Hour Targets

Law firms are ditching daily schedules for yearly hour targets. Why? It gives lawyers more control while still meeting firm goals.

Here's the deal:

• Firms set an annual billable hour target
• Lawyers decide how to hit it
• It's about productivity, not just showing up

Most firms aim for 1,700 to 2,300 hours a year. Let's break it down:

Firm Size	Annual Target	Monthly	Weekly
Small/Mid	1,900 hours	158 hours	37 hours
Large	1,930 hours	161 hours	37.5 hours

Hitting these targets isn't a walk in the park. For 1,800 billable hours, you're looking at:

• Regular hours plus 20 extra minutes daily, or
• One full Saturday (10 AM to 5 PM) monthly

And for 2,200 hours? Brace yourself:

• 12-hour days (8 AM to 8 PM)
• Two extra Saturdays per month

Some firms are shaking things up. Jordan Furlong, a legal industry guru, says:

"Abolish any and all billable-hour requirements for your equity partners. Reorder the priorities that you want partners to really concentrate on and incentivize partner behaviours that will accomplish those priorities."

This could ease the pressure on associates and spread work more evenly.

Want to make yearly targets work? Here's how:

1. Set clear goals (use SMART: Specific, Measurable, Achievable, Relevant, Time-bound)
2. Track progress with KPIs
3. Be flexible and adjust when needed
4. Keep everyone in the loop
5. Celebrate wins to keep the team fired up

10. Four-Day Workweek

Law firms are jumping on the four-day workweek bandwagon. It's simple: work 4 regular days instead of 5, keep your pay, and enjoy more free time. Sounds good, right?

Let's look at some real-life examples:

Benenati Law Firm, Orlando, Florida

This personal injury firm took the plunge:

• 5 lawyers and most staff joined in
• They work Monday to Thursday, 8 a.m. to 6 p.m.
• One lawyer covers Fridays on rotation

Walter Benenati, Managing Partner, says:

"It's boosting both morale and productivity in the office."

Schaffer & Associates, Toledo, Ohio

This small firm made it work:

• Half the team takes Mondays off, half takes Fridays
• They hired part-timers for Friday coverage
• Clients still get five-day service

Maruszkin Law, Warsaw, Poland

They nailed the organization part:

• Team meetings kick off each work week
• They use digital tools to manage tasks
• An electronic mail system keeps things flexible

Maria Jędrzejewska from PR and Marketing explains:

"With smart organization, you can shrink the work week without hurting service quality or timing."

The Perks

Benefit	What It Means
More Productive	77% of workers said they got more done
Happier Staff	At Buffer, 91% felt better and more productive
Happy Clients	Good planning keeps service levels high
Save Money	Both workers and bosses can cut costs

Want to Try It?

1. Check if you're ready: Look at your culture, how you work, and what your team thinks.

2. Make a plan: Decide on your new schedule, set a trial period, and update your policies.

3. Test it out: Run a pilot and get feedback.

4. Tweak as needed: Use what you learn to make it better.

How to Put Flexible Work in Place

Want to make flexible work happen at your law firm? Here's how:

1. Check if you're ready

Look at your firm's culture, tech, and team mindset. Think about:

• How you work now
• Your IT setup
• What your employees want
• What your clients expect

2. Pick your model

Choose a flexible work setup that fits. Some options:

Model	What it means
Remote work	Work from anywhere
Flex hours	Choose your work times
Hybrid	Mix of office and remote
4-day week	Longer days, shorter week

3. Get the right tech

Make sure you have:

• Strong VPNs
• Cloud storage
• Video call tools
• Project management software

4. Set ground rules

Create clear guidelines:

• Core hours
• How to communicate
• What you expect from people

5. Try it out

Test your model with a small group:

• Pick a diverse team
• Run it for 3 months
• Ask for feedback often

6. Keep everyone in the loop

Talk to your team:

• Hold meetings to answer questions
• Use different ways to communicate
• Encourage open talks

7. Train your people

Teach them about:

• Working remotely
• Using new tech
• Managing virtual teams

8. Watch and tweak

Keep an eye on:

• How productive people are
• If clients are happy
• How many people leave

Be ready to make changes.

9. Face problems head-on

Common issues and fixes:

Problem	Fix
Keeping your culture	Have virtual social events
Keeping data safe	Use strong cybersecurity
Work-life balance	Set clear work hours

10. Go slow

If your test works:

• Roll it out bit by bit
• Keep asking for feedback
• Adjust as you go

Problems and Solutions

Flexible work in law firms isn't all sunshine and rainbows. Let's look at some common headaches and how to fix them:

Communication Breakdowns

When everyone's working from different places, wires can get crossed. Here's how to keep everyone on the same page:

• Mix up your communication tools (emails, video calls, chat)
• Get the team together virtually on a regular basis
• Make it clear how quickly people should respond

Work-Life Balance

Working from home can make it feel like you're always on the clock. To avoid burnout:

• Set work hours and stick to them
• Carve out a specific spot for work at home
• Take breaks and respect personal time

Productivity Worries

Some lawyers might struggle to stay focused at home. To keep productivity up:

• Set clear goals, both short and long-term
• Use software to keep track of tasks
• Create a daily routine and stick to it

Team Spirit

It's tough to feel like a team when you're not in the same room. Here's how to keep the team vibe alive:

• Plan virtual team-building activities
• Celebrate wins, big and small
• Keep communication open and positive

Tech Troubles

Not every lawyer is a tech whiz. To smooth out the tech bumps:

• Invest in easy-to-use, secure tech
• Offer ongoing tech training and support
• Make sure your cybersecurity is top-notch

Client Privacy

Keeping client info under wraps is crucial. To keep data safe:

• Use secure, encrypted communication
• Put strict data protection policies in place
• Keep security measures up to date

Playing by the Rules

Remote work can make following legal and ethical standards tricky. To stay on the right side of the law:

• Keep up with the latest virtual law practice guidelines
• Create clear remote work policies
• Train regularly on ethical considerations

Checking if Flexible Work is Working

Want to know if flexible work is paying off for your law firm? Here's how to measure success:

Productivity Metrics

Track these:

• Billable hours (daily, weekly, monthly)
• Non-billable hours
• Invoices sent and collected

Employee Satisfaction

Run regular surveys. Ask about:

• Work-life balance
• Job satisfaction
• Stress levels

Client Feedback

Happy clients = successful flexible work. Monitor:

• Response times
• Client satisfaction scores
• Number of complaints

Retention Rates

Look for:

• Lower turnover
• Easier recruitment
• Quicker position filling

Cost Savings

Flexible work can cut costs. Check:

• Rent and utilities
• Office supplies
• Equipment expenses

Performance Indicators

Focus on outcomes, not hours:

• Project completion rates
• Work quality
• Revenue per employee

Communication Effectiveness

Assess:

• Team check-in frequency
• Message clarity
• Collaboration tool use

Tech Adoption

Track:

• Remote work tool usage
• Tech support requests
• Cybersecurity incidents

Real-World Example

Herbert Smith Freehills, using flexible work since 2012, saw:

Metric	Result
Better work-life balance	89%
Higher productivity	75%
Negative responses	Only 3%

This data shows how measuring specific outcomes helps assess flexible work success.

Wrap-up

Flexible work is here to stay in law firms. The legal industry is changing how it operates to keep top talent happy.

What's new in legal workplaces?

• Hybrid work is now normal
• Tech is changing how legal work gets done
• Lawyers want more flexibility

A 2021 Realm survey found that flexibility beats pay as the top factor for lawyers job-hunting. Law firms are taking notice.

Flexible Work Policy	% of Law Firms
>50% office time	52%
<50% office time	23%
Employee choice	23%
Full-time office	2%

Flexible work is paying off. 60% of firms saw better productivity and more money in 2020 and 2021 thanks to remote work.

But it's not all smooth sailing. Keeping firm culture alive in a hybrid world is tough. Firms need to:

• Upgrade tech for remote work
• Focus on communication
• Set clear expectations

AI is also shaking things up, changing how legal work happens and what skills lawyers need.

Duane Cormell from Realm Recruit says:

"After Covid-19 forced everyone to work from home, lawyers realized the old 9-5 office grind isn't the only way to do things."

To stay in the game, law firms must keep evolving. The winners will be those who nail the mix of flexibility, tech, and employee support in this new legal work landscape.

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