Biglaw Firms Enforce Hybrid Work Policies with Attendance Mandates

What's Happening?

Biglaw firms are increasingly enforcing attendance mandates as they transition back to office work post-pandemic. According to a study by Savills Research and Data Services, over half of Am Law 200 firms have adopted flexible hybrid work policies, while 39.5% use fixed hybrid policies. Only a small fraction, 4%, have office-first policies, and 0.6% are remote-first. The study highlights that 82% of firms require specific days in the office, with three days being the norm. Some firms, including Davis Polk and Sullivan & Cromwell, have stricter policies requiring four or five days in the office. Firms are also implementing consequences for non-compliance, such as affecting bonuses and promotions.

Why It's Important?

The enforcement of hybrid work policies reflects a significant shift in workplace dynamics within the legal industry. These policies aim to balance the benefits of remote work with the need for in-person collaboration and productivity. The move towards more days in the office could impact work-life balance and employee satisfaction, potentially influencing talent retention and recruitment. Firms that enforce strict attendance may face challenges in maintaining morale and adapting to evolving employee expectations. The legal industry’s approach could set a precedent for other sectors grappling with post-pandemic work arrangements.

What's Next?

As firms continue to refine their attendance policies, there may be further adjustments to accommodate employee feedback and operational needs. The trend towards more in-office days could lead to increased scrutiny of productivity metrics and employee engagement strategies. Firms may also explore technological solutions to enhance remote collaboration and mitigate the impact of reduced flexibility. Stakeholders, including firm leadership and HR departments, will likely monitor the effects of these policies on employee performance and satisfaction.