After an extended period where remote work became the norm, powered by the impressive profitability of firms during the lockdown era, the transition back to more traditional modes of working is proving complex for many in the legal profession. DLA Piper is among the latest firms to mandate a partial return to the office, a move that has generated significant debate internally.
According to the firm’s internal communication, attorneys are “encouraged” to be present in the office at least three days per week starting from September 3. The firm’s leadership frames this as a measure to enhance “collaboration, training, mentorship, and client service.” Nonetheless, associates have voiced concerns about the ambiguous “or else” consequences implied, fearing that their career trajectories may be jeopardized for non-compliance despite the ostensibly optional language.
This shift underscores a broader trend within the industry, where different firms have adopted varied approaches to post-pandemic operations. While some firms, like DLA Piper, are now implementing structured attendance policies, others have embraced more flexible hybrid models. For instance, some firms have adopted three-day or four-day in-office schedules, sometimes with “mandatory anchor days,” while others have leaned into even more flexibility, as seen with the policies of firms such as Cravath, Swaine & Moore LLP (Cravath).
In addition to the physical office mandate, DLA Piper has also issued guidelines for remote work that require lawyers to establish a dedicated, distraction-free work environment, with explicit expectations that care for dependents is arranged separately. This further elaboration on working conditions from home has been perceived by some as intrusive and patronizing, given that lawyers had previously demonstrated their ability to maintain high performance remotely.
Given the significant profits achieved during remote work, including an 8.8 percent increase bolstered by U.S. growth in 2021, some within the firm find the new restrictions unnecessary and potentially disruptive to the work-life balance many had adjusted to efficiently. You can read the full details in the original piece from Above the Law.
Ultimately, how firms balance the benefits of in-person collaboration against the flexibility demands of a modern workforce will be a pivotal factor in retaining talent and maintaining productivity.