Entrepreneurs Break Feature: "How In-Office Requirements Are Impacting the Legal Job Market at the Close of 2025"
/How In-Office Requirements Are Impacting the Legal Job Market at the Close of 2025
The flexible work arrangements many attorneys have been enjoying over the past few years continued to fade during 2025 as law firms persisted in revoking the remote work and hybrid policy privileges that emerged during the COVID-19 pandemic. But experts say some firms are still offering opportunities for remote work and hybrid schedules and gaining a recruiting advantage by doing so.
“While a growing number of firms are formally narrowing or eliminating remote work and hybrid policies, those that maintain flexibility - whether through remote arrangements, hybrid schedules, or individualized accommodations - are using it to extraordinary strategic advantage,” says Michelle Foster, Managing Partner at The Foster Group. “From our vantage point as legal recruiters, flexibility is one of the most important topics candidates raise with us. Opportunities that offer it will be highly sought after by legal professionals in the lateral market in 2026.”
The Foster Group is a top-tier, full-service legal recruiting firm that assists partners, groups, counsel, and associates in making strategic career moves within the legal industry. Top law firms and corporations rely on The Foster Group’s insights and connections to help them find top talent that can drive strategic growth. Regardless of the practice area, The Foster Group has the expertise and experience needed to guide those in the legal profession as they make important career choices.
“The shift back to in-office work has made flexibility a powerful differentiator, not a concession,” Michelle explains. “Firms that offer it are able to attract a wider swath of laterals, expand beyond traditional geographic boundaries, and move more decisively when competing for in-demand talent. In certain instances, flexibility can be the deciding factor that tips a candidate toward one platform over another - particularly when compensation and prestige are otherwise comparable.”
Key factors shaping hybrid & remote work hiring trends in the legal job market in 2025
Navigating the current dynamics in the legal market requires understanding the reasons behind the resurgence of return-to-office (RTO) policies and why some firms continue to offer remote or hybrid opportunities.
“Training and mentorship concerns, particularly for junior and mid-level associates, are some of the reasons firms cite for bringing attorneys back to the office,” says Drew Foster, Managing Director at The Foster Group. “Client perception and responsiveness, especially in relationship-driven practices, is another concern triggering RTO moves.”
Where remote or hybrid work aligns with business realities, opportunities continue to be available. Legal hiring experts say this is often the case where portable business or niche expertise is part of the equation.
“Partners and senior attorneys with clear economic value continue to command flexibility,” Drew says. “When certain skill sets are required, firms that leverage remote or hybrid work to enable a geographically agnostic approach can attract and retain exceptional attorneys.”
Because these opportunities are becoming increasingly rare in the legal landscape, some firms are adopting remote or hybrid work models to support their growth strategies. When firms open new offices, build new practice groups, or compete for laterals against higher-paying platforms, remote or hybrid work can be offered as a rare and valuable benefit.
“In cases where remote or hybrid arrangements are leveraged for growth, the opportunities are often not advertised,” Michelle shares. “But we have seen that they are very much available to candidates who know how - and where - to ask.”
How law firms should approach RTO to prevent top talent from making lateral moves
When the shift back to in-office work began in 2023 and 2024, attorneys made it clear they preferred the increased flexibility of remote and hybrid work. Some surveys even showed the majority would reject RTO mandates outright if presented with them. For firms that are now making a push for RTO, the possibility of losing their best lawyers to firms that provide more flexibility is a risk that must be assessed.
“We are absolutely seeing retention risk increase when RTO policies are implemented rigidly or without regard to individual circumstances,” Michelle cautions. “Attorneys with portable business, specialized expertise, or strong internal leverage are far less willing to accept one-size-fits-all mandates - and many are quietly exploring other alternatives. The firms managing this well are balancing structure with flexibility, recognizing that retention today is less about blanket policies and more about customized solutions for top performers.”
How attorneys can improve their chances of securing remote & hybrid work in today’s legal market
As remote and hybrid work opportunities have dwindled, the firms that continue to offer them know they have an advantage. Consequently, attorneys looking for those opportunities must understand that remote and hybrid work is now negotiated, not granted.
“Understanding the firm’s real posture is extremely valuable when looking for remote and hybrid opportunities,” Drew says. “The expectations and allowances shared with the broader market often differ from what firms will approve for the right candidate. An experienced and well-connected recruiter can help attorneys to identify the firms that are flexible and to structure arrangements that are realistic, durable, and respected internally.”
While remote and hybrid opportunities are becoming harder to find, there are still firms that are leveraging workplace flexibility thoughtfully and selectively. Because of the ongoing desire for remote and hybrid work among attorneys, those firms often reap the benefits in both recruiting and retention.