The era of remote work for Biglaw associates appears to be fading into the past as firms increasingly mandate a return to physical offices. During the COVID-19 pandemic, many firms were willing to explore remote work to continue attracting top talent amidst a competitive landscape. This period saw firms such as Quinn Emanuel implement “work from anywhere” policies. However, as we navigate 2024, such policies have dwindled, giving way to hybrid work arrangements and in-office attendance requirements.
As noted by the American Lawyer, remote hires are now generally considered only when absolutely necessary—such as when a highly suitable candidate resides far from any firm office. Darin Morgan, managing partner at legal recruiting firm Major, Lindsey & Africa, highlighted that the shift is driven by the desire for in-person training and supervision. The aim is to expose young associates to the mentorship opportunities that physical office presence provides.
While some law firms, like Orrick and Ice Miller, still extend remote work opportunities under certain circumstances, these instances are exceptions rather than the standard practice. Siobhan Handley, Orrick’s chief talent officer, emphasizes that the firm considers remote hires primarily when relocation is necessitated by personal circumstances. Similarly, Ice Miller, according to managing partner Michael Millikan, hires remotely only under “extenuating circumstances.”
Overall, the flexibility of remote work, though appreciated by associates and partners alike during the pandemic, is overshadowed by its incompatibility with the long-term training and development goals of these firms. As Above the Law reports, firms prioritize onsite presence for its perceived benefits to team assimilation and professional growth. The return to the office is, therefore, the current norm rather than the exception within the legal industry’s largest firms.