Choosing the Right Firm: Evolving Work From Home Policies

In the post-pandemic era, the work environment has experienced dramatic changes across all sectors, including Big Law firms. The necessity of remote work during the pandemic has transitioned into a hybrid work model, with firms striving to strike a balance between the traditional in-person work culture and the emerging preference for remote work. For associates contemplating a lateral move, understanding the evolving work-from-home (WFH) policies of law firms is critical in making informed career decisions.

As a recruiter, the question "What's their work-from-home policy like?" invariably arises in my initial conversations with candidates. For associates at firms with more flexible policies, this is a compelling reason not to make a lateral move. Conversely, for those working at firms requiring more in-office presence, a firm offering greater WFH flexibility tops their list. While some associates prefer to be in the office more often than the firm-mandated amount, the general consensus is a desire for greater flexibility.

Recent updates from multiple firms provide insight into what associates at different firms might expect. Understanding these policies can provide greater insight into some of the changes we can expect from other firms in the coming months. For example, Davis Polk has instituted a policy allowing associates to work from home for 16 days a year. Skadden, Arps, Slate, Meagher & Flom announced that, post-Labor Day, lawyers will be required to work in the office from Monday to Thursday. Weil, Gotshal, and Manges have also modified their WFH policy, providing U.S. lawyers the option to work remotely every Friday, along with an additional 12 flexible remote days annually. In contrast, Quinn Emanuel Urquhart & Sullivan implemented a policy in 2021 permitting its U.S. lawyers to work from anywhere in the country indefinitely, a policy that is still in effect. DLA Piper, known for its WFH flexibility, is willing to provide you a physical office if you come in a certain number of days per week but, if you do not meet the in-person requirement for enough time, you may have to give up your own physical office. These various policies exemplify the diverse approaches Big Law firms are adopting to adapt to the changing work landscape.

So, how should associates determine the best opportunities for them if a firm's WFH policy can be a significant deal-breaker? Ultimately, the decision should align with their long-term career goals. All lateral moves should be based on which firm will provide the platform needed to achieve these goals. As the WFH landscape continues to evolve, it is advisable not to base a job change decision solely on a firm's WFH policy.

While some big law firms may seem to have stringent work-from-home (WFH) policies, exceptions can and do occur. Seasoned associates and lawyers with a proven track record often enjoy greater flexibility and discretion. Furthermore, the WFH experience can vary among different practice groups even within the same firm.

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