Senior lawyers are on the move, but what are they really looking for? The latest edition of the Top 25 Attraction Firms ranking reveals a clear message from senior lawyers about what matters most in the workplace. While workplace culture, communication, and diversity, equality, and inclusion are areas where firms are getting it right, pay and rewards, holistic wellbeing, and recognition of individual performance are significant weak spots. Senior lawyers, particularly those aged 40 and over, are dissatisfied with their remuneration, with only 29% neutral on the issue and 71% rating it as poor or terrible. This marks a dramatic shift from last year, when 77% of lawyers aged 40 and over had a positive view of their pay. Holistic wellbeing is also a major area of concern, with 56% of respondents saying their firm is falling short, and 40% rating this support as poor. Recognition of individual performance is another significant weak spot, with 55% of senior lawyers saying their contributions are not being adequately recognized. The figures paint a bleak picture, with 34% rating their firm's ability to recognize individual performance as poor, and 21% describing it as terrible. This is a 42% increase in negative ratings compared to last year. As senior lawyers reassess what they value most from their workplaces, the pressure is mounting on firms to listen, adapt, and rethink what it takes to attract and retain the profession's most experienced talent. The decision to move is rarely driven by a single consideration. Career progression and the prospect of partnership are key factors for senior lawyers, with 87% expressing positive views about their firms' culture. However, the equation has changed in recent years, with salary no longer carrying the weight it once did on its own. Flexibility, work/life balance, and wellbeing are increasingly being weighed alongside remuneration, as practitioners look beyond their pay packet to assess whether they feel genuinely valued and rewarded for the contribution they make. Alison Crowther, partner at Empire Group, argues that attracting and retaining senior lawyers requires more than a single criteria. Experienced practitioners are looking for firms that genuinely invest in them through meaningful recognition, flexibility, clear career pathways, and a sustainable approach to workload. Leadership visibility and trust are also critical, with lawyers wanting to feel that their contribution is valued, that high performance is acknowledged fairly, and that wellbeing initiatives are practical rather than symbolic. Ultimately, firms that want to attract the profession's most experienced practitioners will need to create workplaces where lawyers can thrive professionally without having to sacrifice their lives outside the office. Everyone wants to be seen and heard, and firms that create an environment where talented lawyers can do high-quality work, continue developing professionally, and maintain balance outside the office will be best placed to attract and retain the profession's leaders.
