Workplace Change

Arguably the most 'current' of our areas of expertise, Hybrid Workplace transformation is one of our strongest too as it brings together a number of our other specialisations into one holistic programme:

Talent A&R Strategy

Operating Cost Reduction

HR Policy Development

Organisational Restructuring

Historically, The legal profession historically lagged behind many other sectors on the subject of flexible working.

If law professionals did desire flexibility they often adopted 'consultancy' engagements as the traditional career through to partnership often railed against flex.

With the pandemic, most firms adopting flexibility since March 2020 in order to maintain operations.

This mirrors the desires of the majority of professionals at every career-level, with a near 50/50 split preferred.

It is becoming increasingly clear that few firms have cemented plans post-pandemic, and even those that have committed to flexibility, have rarely seized the opportunities presented by doing so.

Workplaces: on a Spectrum

100% Office
Based

50/50 Hybrid

100% Remote

Hybrid Workplace

This could almost be titled every person is different, and one of the most important things to remember is that 'flexibility' will look different for every individual in your firm.

Treating every individual as just that will not just create an 'average' which reflects your firm on the above spectrum, but will mean that you get the very best out of everyone in your practice, be they the most experienced of partners, the most recently qualified solicitor, or a member of the support-function critical to your business' day-to-day activity.

Talent A&R Strategy

It should come as no surprise when we say that securing high-calibre talent in the UK legal profession is extremely challenging, and therefore, so too is retaining it.

Right now, offering a 'competitive' salary is just the tip of the iceberg, candidates are increasingly looking for opportunities to balance their high-intensity careers with their home lives.

Furthermore, candidates seek a clear career-progression route, strong support to aid FE activity rather than laborious administrative tasks, and in some cases clarity over the thresholds for partnership.

Flexible working now forms one of the foundation stones of a law professional's package rather than a 'nice-to-have' criteria.

Flexible working has benefits for an organisation too, from being able to raising headcount without increasing office space, to a greater catchment area for people to work for you firm, rising the chances of securing the right person for your practice.