The legal sector is ever-changing, and 2025 promises to bring its own set of unique challenges and opportunities when it comes to attracting and retaining top talent. While some trends are already in motion, the coming years will see firms needing to adapt even further to secure the best legal professionals.
Whether you’re part of a large firm or a smaller practice, understanding the evolving needs of legal candidates will be critical. From shifts in working models to changes in how diversity and inclusion (D&I) are approached, 2025 will be a year of significant transformation.
Let’s dive into our legal recruitment predictions for 2025, exploring what the future holds and how your firm can stay ahead of the competition.
Prediction 1: Hybrid Working is Declining, But Flexibility Still Matters
While hybrid working exploded during the pandemic, by 2025, we’re seeing a shift in the legal sector as firms are rolling back hybrid options wherever possible. Many candidates are reporting fewer opportunities for hybrid roles in the market, particularly at law firms. The expectation for many legal professionals to return to office-based work has become the norm once again, especially in larger firms.
However, flexibility remains important. Even though the full hybrid model may be declining, legal professionals still value flexibility, whether through flexible hours, part-time roles, or compressed workweeks. Firms that can’t offer hybrid options should consider other ways to meet the demand for autonomy and work-life balance.
Things to Consider:
- Offer Flexibility in Hours: Even if hybrid working isn’t feasible, offering flexible start and finish times can be a major draw for candidates. This helps address the desire for autonomy without needing to shift to a full hybrid model.
- Wellbeing and Work-Life Balance: With the reduction in hybrid options, consider supporting wellbeing initiatives to ensure employees can maintain a healthy work-life balance, even with more time spent in the office. This can help reduce burnout and keep morale high.
Pro-Tip: Candidates may not expect full hybrid working in 2025, but they still value flexibility. Offering occasional remote days or flexible hours could give your firm a competitive edge in attracting top talent.
Prediction 2: D&I is a Priority for Larger Firms, But Smaller Practices Are Lagging Behind
Diversity and inclusion (D&I) have become major pillars for large law firms, particularly in the Top 200. These firms are leading the way in embedding D&I into their employer brands and using it to win awards and differentiate themselves in the market. From inclusive hiring practices to proactive diversity initiatives, larger firms are heavily invested in creating diverse and inclusive environments for their teams.
However, for smaller firms, D&I hasn’t yet become a central focus. Due to limited resources, capacity, or even regional demographics, many smaller practices are slower to adopt comprehensive D&I strategies. In some areas, like Birmingham, firms may continue to reflect the demographics of their local communities, and the urgency to prioritise D&I may be lower.
Things to Consider:
- For Larger Firms: Keep leveraging D&I as part of your employer brand. Millennials and Gen Z candidates expect a strong commitment to diversity and inclusion, particularly from larger firms. Highlighting your D&I initiatives will help attract top talent from a wide range of backgrounds.
- For Smaller Firms: While D&I may not be your primary focus right now, starting small with initiatives that promote inclusivity can help you build a more diverse team over time. Simple steps like using inclusive language in job adverts or reducing bias in your hiring processes can make a big difference.
Pro-Tip: Smaller firms don’t need to launch large-scale D&I initiatives overnight. Start with manageable changes—such as unconscious bias training or inclusive recruitment practices—that will gradually create a more diverse and inclusive environment.
Prediction 3: The Rise of Specialised Roles Will Continue
As the legal landscape continues to evolve, the demand for specialists in niche areas of law will only increase. By 2025, legal professionals with expertise in areas like fintech regulation, data privacy, and environmental law will be in especially high demand. While generalist lawyers will still have a role to play, firms seeking to stay ahead of industry trends will need to build teams with deep specialisation in key areas.
Things to Consider:
- Upskilling and Training: To attract and retain top talent, consider offering continuous professional development opportunities. Legal professionals are more likely to stay with firms that provide training to help them develop specialised expertise in niche areas of law.
- Strategic Hiring: Don’t wait until you urgently need a specialist—start building your pipeline now. Recruiting professionals with expertise in emerging areas of law early on can give your firm a competitive edge and position you to respond quickly to new client demands.
Pro-Tip: If you’re not offering your team opportunities to specialise, you might find it harder to keep them. Building a strong professional development programme that allows employees to deepen their expertise can make all the difference.
Prediction 4: Work-Life Balance Will Trump Salary (Almost)
By 2025, work-life balance will be a top priority for legal professionals, often outranking salary as the deciding factor in whether to join or stay with a firm. A high salary might still turn heads, but if it comes with 80-hour workweeks and little personal time, candidates will increasingly opt for firms that prioritise flexibility and wellbeing instead. This is particularly true for Millennials and Gen Z, who are more focused on mental health and avoiding burnout.
Things to Consider:
- Focus on Flexibility: While salary will always be a consideration, candidates are increasingly prioritising firms that offer flexible working hours, reasonable workloads, and wellness programmes. Consider how you can build more flexibility into your firm’s structure to retain and attract talent.
- Mental Health Support: The legal profession is known for its high levels of stress, and candidates will expect robust mental health and wellbeing support in 2025. Firms that offer mental health days, counselling services, or other wellness initiatives will stand out.
Pro-Tip: Salary will always be important, but offering work-life balance and a strong commitment to wellbeing will keep your talent loyal in the long run. A well-rested team is a productive team!
Prediction 5: Employer Brand Will Be Your Secret Weapon
In 2025, candidates will be doing their homework on your firm long before they apply. Your employer brand—how your firm is perceived as a place to work—will be just as important as your reputation with clients. Prospective candidates will be checking out your Glassdoor reviews, your social media, and testimonials from current employees. They’re not just looking for a high salary—they want to know that your firm cares about its people and offers an environment where they can thrive.
Things to Consider:
- Promote Your Culture: Use your employer brand to showcase what makes your firm a great place to work. Highlight your commitment to professional development, flexibility, and a positive work environment, and make sure potential candidates can easily find this information.
- Leverage Employee Testimonials: There’s no better advocate for your firm than your current employees. Share their stories, whether through blogs, videos, or social media, to give potential candidates an inside look at your culture.
Pro-Tip: In 2025, transparency will be everything. Candidates are looking for firms that align with their values and goals, so make sure your employer brand reflects the supportive, inclusive environment you want to build.
So, What’s Next for Legal Recruitment in 2025?
Legal recruitment in 2025 will be shaped by flexibility, diversity (or the lack thereof, in some cases), specialisation, and a focus on wellbeing. If your firm wants to attract and retain top talent, adapting to these trends will be critical. While traditional recruitment methods may still play a role, the firms that embrace modern recruitment strategies—backed by strong employer branding—will be the ones that thrive.
At Talk Staff, we understand that recruiting in the legal sector isn’t just about filling roles. It’s about building teams that reflect the values and goals of your firm while preparing for the challenges of tomorrow. Whether you need support with recruitment, retention, or developing an attractive employer brand, we’re here to help.
Curious how Talk Staff can help you prepare for the future of legal recruitment? Get in touch to learn more about how we can support your team in 2025 and beyond.
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