The legal employment market shows steady growth for 2025, with increased job openings and significant growth in corporate law, mergers and acquisitions, corporate governance and regulatory compliance. Research by the Law Society shows that “nearly half of firms (49.3%) identified an opportunity to increase market share, particularly in relation to sector or service line specialisms” (The Law Society: Strategic sector insights for the legal profession in 2025).
However, as firms look to grow many have experienced challenges with recruitment. LegalFutures report that “three-quarters of law firms and in-house legal departments have found it difficult to hire in the last 12 months” (LegalFutures: Most law firms and in-house teams struggling to recruit). Although our research shows that 67% of professionals across the legal sector are planning to change jobs in the next year, there seems to be a misalignment between employer and employee expectations with many employees citing a strong dissatisfaction with salaries, workload and flexibility structures.
Additional insights from our 2025 Legal Salary Guide and Market Sentiment report include a range of interesting factors employers and professionals should pay attention to
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58% of employees said they are dissatisfied with their current job
58% of respondents said they are dissatisfied with their job, and 67% said they plan to change jobs next year. Some reasons include; toxic cultures, lack of diversity, workload and distrust in leadership. Comments from respondents illustrated low morale and frustration with various issues. Statements include, “Job satisfaction and morale is currently at an all-time low”, “Partners and other interviewers are very good at saying the ‘right’ things, and other associates are generally not open about their experiences or try to minimise their negative experiences”, and “Commoditization of law firms and legal work is not in the best interests of staff or clients”.
A study conducted by the Law Society of over 2,000 solicitors shows significant concerns relating to wellbeing and job fulfilment. Since 2019, there was a “30% increase in…members…reporting that their work goes beyond their contracted hours and impacts…their personal life” and a “16% increase in the proportion of members who find it difficult to relax in their personal time because of work” (The Law Society: The results are in – how do solicitors feel about their profession?).
75% of employees said they haven’t received a performance related bonus in the past year
When asked what was most important when looking for a new role, professionals said their top three were; pay, non-financial benefits and firm culture. 2023 has seen many firms re-evaluate their cost base and reduce overheads which has impacted salary growth and bonuses. Some salaries have plateaued, with firms exploring alternative avenues, such as mentorship, training, and lifestyle benefits, as tactics for rewarding performance. However, as many people battle with the rise in living expenses compensation continues to be a critical driver for job satisfaction and moves.
Positive and supportive working environments continue to be key for professionals, especially when it comes to flexible working and a healthy work-life balance. With remote working impacting collaboration, professional development and relationships, some firms have increased mandatory days in the office, which remains a sticking point between employer expectations and lifestyle needs.
Work-life balance is a key challenge for the legal profession
With many professionals citing significant increases in workload, stress, and instances of burn out, it’s essential for employers to tackle the ‘always on’ culture that many law firms experience as the norm. Research from LawCare, found that “65% of those surveyed checked emails regularly outside working hours” (The Law Society: Could a right to switch off improve work-life balance for lawyers). Firms with the lowest attrition rates realise that it’s not as simple as stipulating working hours or vacation time in a contract, employers must proactively identify risks, address individual cases and empower employees to set boundaries.
For more insights on the legal employment market, plus accurate salary data and hiring predictions for the next year access our 2025 Legal Salary Guide and Market Sentiment report.
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