Despite the initial apprehension surrounding post-pandemic office attendance policies, Biglaw firms appear to have found a happy medium. According to a recent survey by Thomson Reuters, the majority of employees at large law firms have embraced hybrid attendance policies with significant enthusiasm. Specifically, 57% of respondents expressed satisfaction with their firms’ office attendance policies, while 29% remained neutral. Only a small fraction, 13%, indicated dissatisfaction.
Bill Josten, a strategic content manager at Thomson Reuters, explained to the American Lawyer that initial concerns about stringent return-to-office rules have largely dissipated. Most firms are not enforcing full-time office attendance; instead, they’ve adopted a more flexible approach. “The majority of law firms aren’t forcing people back to the office full time,” said Josten, adding that the light-touch enforcement has resonated well with employees.
Interestingly, while most firms require three days of in-office attendance per week, 46% of respondents are going to the office four or more days. “[T]he survey results state, ‘46% of respondents say they are showing up to the office four or more days per week,’” the survey noted. This indicates that employees are voluntarily exceeding the mandated attendance, further suggesting contentment with the current policies.
Consultants like Laura Terrell, a former Big Law partner, argue that the acceptance of these policies stems from their gradual implementation and flexibility. Employees who had moved away from metro areas found the transition back to office life more manageable given the lenient requirements. “[As] long as they have a couple days they’re not required to be in, they’re fine with that,” Terrell explained.
Despite the occasional threats from firms like Ropes & Gray and Arnold & Porter to cut bonuses if attendance requirements are not met, enforcement remains mostly passive. About 95% of Thomson Reuters survey respondents reported their firms’ enforcement as either passive or moderate, with only 5% experiencing aggressive enforcement.
Overall, Biglaw firms seem to have reached a balanced approach that has been well received by employees. It’s a model that could likely stay put for the foreseeable future, preventing potential disruption to the established norms post-pandemic.