Legal 500: show them the money?

Times are changing for law firms, and so is what motivates staff.

These days, professionals are as concerned about flexible working as they are salary, it seems.

Head of employment law at Cleggs Solicitors Jayne Harrison is living proof of these changing attitudes.

She says: “Probably when I was a trainee I was attracted by the lure of what a job paid but for me what motivates me is the work. Having had three children if the work did not motivate me I am not sure I could still do the job because of all of the potential barriers in my way.

“The ability to work flexibly is much more important now that children are on the scene because I do not want to miss for example my children’s school play because I have to be in the office. Luckily now with remote access through mobile phones and laptops clients can still be served even though you are not in the office for whatever reason.”

For others, the choice is not so clear cut. Rebecca Emeleus, partner at Rothera Sharp Solicitors says that it’s fine balance between cold, hard cash and the ability to work flexibly.

“Law is still a well-paid profession but there will be few young professionals expecting to get in to law to make big money,” she says.

Rebecca Emeleus

Emeleus says that many starter salaries have been reduced in line with the market and those entering as a paralegal or at an administrative level will be paid considerably less than a trainee.

She adds: “Once qualified, salaries are generally good across the board but it’s entirely dependent on the type of firm you work for and wages tend to be balanced with staff incentives that strive to create a better overall working experience rather than placing all of the emphasis on money.

“Firms have realised that in order to attract the best staff they have to be more flexible and as a result there is more opportunity to work from home and part-time, allowing lawyers to balance work and family life. Pension, healthcare and flexible hours are often offered to provide a more lucrative package to attract the right candidates.”

Jane Biggs, managing director at legal recruitment firm Bygott Biggs, concurs. She says: “The nature of the current market is such that law firms are now keenly recognising the importance of talent, both in the attraction of and retention of good quality candidates. This has led to a refocus on what candidates are looking for and firms are now making positive steps towards offering a work/life balance, genuine career development opportunities and/or increased salaries.”