What's Happening?
DLA Piper, a prominent law firm, has increased its in-office attendance requirement to four days per week for its U.S. corporate attorneys. This change comes after a previous mandate of three days, which allowed practice group leaders to adjust attendance based on current needs. Andrew Gilbert, the firm's U.S. corporate practice chair, stated that the increased face time aims to support collaboration, enhance mentorship, and strengthen growth and development. The new policy will be reflected in associate evaluations. Frank Ryan, DLA Piper's global co-chair, noted that the decision was influenced by associates' desire for more in-office time and current work levels. This move aligns with a broader trend among Biglaw firms, including Davis Polk, Latham, and others, which have also adopted similar attendance policies.
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Why It's Important?
The shift to a four-day in-office requirement by DLA Piper highlights a significant trend in the legal industry, where firms are increasingly emphasizing physical presence to foster collaboration and mentorship. This change could impact the work-life balance of attorneys, potentially affecting job satisfaction and retention. As firms like Sullivan & Cromwell require even more in-office days, the legal industry may see a shift in how work environments are structured post-pandemic. The move could also influence other sectors considering similar policies, as the legal industry often sets precedents for professional norms.
What's Next?
It remains to be seen whether other practice groups within DLA Piper will be affected by the new attendance mandate. The firm may continue to evaluate the effectiveness of increased in-office time and adjust policies accordingly. Other law firms might follow suit, leading to a broader industry-wide shift. Stakeholders, including attorneys and firm management, will likely monitor the impact on productivity and employee satisfaction closely.
Beyond the Headlines
The decision by DLA Piper to increase in-office attendance may have deeper implications for the legal profession's culture. It raises questions about the balance between remote work flexibility and traditional office environments. As firms navigate these changes, they must consider the long-term effects on diversity, equity, and inclusion, as well as the potential for increased stress and burnout among attorneys.
