U.S. law firms reinforce office mandates as remote work fades
NEW YORK, UNITED STATES — Major U.S. law firms are intensifying their return-to-office push, with several prominent names mandating that attorneys be in the office four days a week starting early next year.
The shift aims to bolster collaboration and training but risks alienating attorneys who value the flexibility established during the pandemic.
Law firms double down on in-office work
Reuters reports that companies such as Cooley, Goodwin Procter, and Dechert have all already announced new tough policies that require attorneys to work in the office four days a week.
This wave has taken the form of a progressive narrowing of regulations since 2023, as the legal profession tries to restore the pre-pandemic standards.
“The pendulum is absolutely swinging back toward the majority of partners’ and associates’ time being in person, in the office,” noted Rachel Nonaka, a recruiter at Macrae.
The stated rationale from firm leadership uniformly centers on the perceived benefits of in-person work.
“Delivering on our ambitious strategy takes the kind of strong relationships that benefit from close and frequent in-person connection and collaboration,” noted both Mark Bettencourt, Goodwin Managing Partner, and Mary O’Carroll, Chief Operating Officer at Goodwin, in an internal memo.
Similarly, Dechert’s chairs stated that being together in person leads to better collaboration, more effective coaching for junior team members, and enhanced responsiveness to client needs, with many peer firms and clients adopting similar approaches.
Industry split widens over flexibility
Despite the shift towards more demanding needs, the legal marketplace remains divided, which could lead to a strategic divide in talent hiring.
Some companies also strongly resist the trend, such as Quinn Emanuel, Husch Blackwell, and Fennemore Craig, which still support the practice of remote work. In other cases, such flexibility is actively used as a recruitment tool to bring attorneys who might not be happy with the strictness of various opportunities.
This divergence sets the stage for potential workforce movement as attorneys assess their options. Recruiters note that not all attorneys welcome the shift back to the office, and some could seek out firms with greater flexibility.
The number of firms with expansive, flexible policies is steadily shrinking, however, particularly in major markets like New York, which potentially limits options for those seeking remote work and intensifies competition for talent at firms that promote it as a key benefit.
This industry divergence establishes a definitive test for the professional services sector, as the long-term viability of strict in-person mandates versus more flexible models will be measured by their ability to attract top talent and sustain competitive performance.
