Senior associates are the unhappiest group in law firms, with many planning to quit in five years
Senior associates are the unhappiest group of fee-earners in UK law firms, with nearly 40% planning to leave within the next five years, according to new research.
The study, conducted by Chambers & Partners, reveals that only 61% of senior associates report high job satisfaction, significantly lower than the 76% satisfaction rate for trainees, 75% for partners, and 85% for department heads.
The findings from the “Leading Teams” report highlight that salary, while a key motivation for those contemplating a move (cited by 23% of senior associates), isn’t the only factor driving this dissatisfaction. Many senior associates also point to the work culture, the quality of work, and career development as areas that influence their happiness and engagement at work.
When it comes to firm culture, a supportive, team-based environment is crucial for job satisfaction. The report found that 83% of associates who felt supported by their firm’s culture were motivated to perform their best.
Despite salary concerns being most prominent for associates at national firms (29%), those working at international firms cited work/life balance (22%) and operational issues such as resourcing or work allocation (26%) as their top complaints. Meanwhile, associates at US firms expressed dissatisfaction with career development opportunities, with 28% of them highlighting this issue.
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The research also found significant differences in working hours, with associates at national or regional firms reporting six fewer hours worked per week on average than their counterparts in international and US firms. Associates at US firms averaged four days in the office, while those at national firms averaged just three.
When considering a move, many senior associates are drawn to firms with strong reputations and improved benefits. Associates at national and regional firms are most likely to consider firms like Mills & Reeve, Burges Salmon, Birketts, Osborne Clarke, and Farrer & Co. For those at international firms, top destinations include Bird & Bird, Kirkland & Ellis, Latham & Watkins, Clifford Chance, and A&O Shearman.
The research also found that associates are more likely to stay long-term at firms that offer learning and development opportunities and a culture of teamwork. However, only 24% of associates believe that their firms are actively addressing poor behaviour among colleagues, with those who are neurodivergent or primary caregivers feeling the impact most.
Another concerning trend is that one in four associates report feeling they have no one to turn to if they feel overwhelmed. These individuals were significantly less likely to feel happy and motivated in their roles. National and regional firms generally offer more avenues for associates to speak up (80%) compared to just 10% at international firms.
Over half of senior associates (55%) said their stress levels were unmanageable. However, stress wasn’t directly linked to the number of hours worked or levels of responsibility. Instead, associates who felt supported by their firm’s leadership, particularly partners who actively invest in their futures, were better equipped to handle stress. Those who felt stressed were eight times more likely to believe they were working excessive hours compared to those who reported similar hours without the stress.
Lisa Hart Shepherd, Chief Product and Innovation Officer at Chambers, commented: “Early-career lawyers generally report high levels of job satisfaction, but as they progress to associate roles, happiness levels dip dramatically, making senior associates a significant flight risk. Firms need to be proactive in addressing this by creating supportive cultures and investing in their associates’ development.”
The report indicates that law firms face different challenges based on their size and type. National firms often offer better work-life balance but struggle to compete on salary. US firms, with their substantial financial rewards, face challenges with career development, while international firms stand out for their focus on AI training and skills development.
“Regardless of the type of firm, all firms must invest in creating a culture that supports their associates and helps them manage stress, while ensuring the firm is committed to employee wellbeing,” said Shepherd.