The Law Forward 2024 Legal Industry Satisfaction Survey, conducted by the College of Law, highlights a pivotal opportunity for the legal profession. Retaining top talent and creating an environment that supports long-term engagement is becoming a competitive advantage for law firms.
The survey gathered insights from legal professionals across Australia, uncovering trends in workplace satisfaction, leadership and wellbeing:
- Only 2 in 5 lawyers would recommend their workplace.
- 31% have experienced or witnessed workplace bullying.
- Nearly 70% have faced burnout in the past year.
These findings confirm what many in the profession already recognise. Workplace dissatisfaction, leadership gaps and wellbeing concerns persist despite growing awareness. The conversation must now shift from identifying the problem to implementing meaningful change. Firms that invest in strong leadership, mentoring and a culture of support will improve engagement, retain top legal talent and strengthen their long-term success.
Lawyers Are Investing in Themselves. Are Firms Keeping Pace?
Lawyers today are actively shaping their career paths. Rising living costs, shifting workplace expectations and an increasingly competitive market have encouraged professionals to take ownership of their development.
Many are upskilling, seeking leadership training and aligning with firms that reflect their professional ambitions and personal values. In a previous article, we explored how legal professionals are reassessing their career trajectories. Lawyers are considering whether their workplace fosters long-term success and are drawn to firms that invest in them, prioritise wellbeing and offer structured career pathways.
For law firms, this shift presents both a challenge and an opportunity. Salary increases and promotions alone no longer guarantee retention. Lawyers seek workplaces that provide mentorship, leadership development and a culture where they can grow and contribute in meaningful ways.
How Law Firms Can Build Engaged, High-Performing Teams
The firms shaping the future of the profession are those that create environments where lawyers feel valued, supported and motivated. A structured approach to leadership, development and workplace culture is essential. Here are five key areas where firms can focus:
1. Strengthen Leadership Through Training and Mentorship
Strong leadership does not happen by default. It must be developed. Managing teams, fostering engagement and shaping a positive workplace culture requires intentional training and ongoing support.
Firms that invest in leadership programs and structured mentorship create a workplace where lawyers feel guided and equipped for success. A culture of strong leadership benefits the entire firm, creating a ripple effect that encourages collaboration, confidence and professional growth.
2. Make Wellbeing a Business Priority
A legal career should not come at the expense of wellbeing. While awareness of mental health has improved, stress and burnout remain persistent challenges.
The firms making the greatest impact are those that embed wellbeing into their business strategy. Workload management, team support and open conversations about mental health all contribute to a workplace where lawyers can sustain performance in high-pressure environments. When wellbeing is prioritised, firms see increased productivity and a culture that attracts and retains top talent.
3. Design Work Structures That Support Performance
The workplace is evolving, and so are the expectations of legal professionals. Firms that offer flexible work models, adaptable hours and innovative team structures create conditions where lawyers can perform at their best.
Providing an element of choice in how and where work is done allows professionals to take ownership of their productivity and wellbeing. A thoughtful approach to workplace structure helps lawyers build rewarding, sustainable careers.
4. Provide Clear Career Pathways and Growth Opportunities
Lawyers are ambitious, but can they see a future at your firm? When career progression is unclear, motivation fades and retention becomes a challenge.
Firms that define leadership pathways, offer ongoing training and provide structured development plans create an environment where lawyers see themselves as part of the firm’s long-term story rather than just passing through. Clarity around career progression fosters commitment, encourages higher performance and helps firms develop future leaders internally.
5. Build a Workplace Culture That Recognises and Develops Talent
A firm’s culture is not defined by policies alone. It is shaped by daily interactions, leadership behaviours and the way people collaborate. Lawyers want to work in an environment where their contributions are recognised, their potential is nurtured and their growth is actively supported.
Recognition is most effective when it is consistent and embedded in the firm’s culture. The most successful firms create workplaces where mentorship is a daily practice, professional development is encouraged and meaningful relationships are built.
A strong culture does more than retain talent. It strengthens engagement, fosters innovation and ensures that lawyers feel personally invested in the firm’s success.
The Future of Law Firms Depends on People
The most successful firms do more than attract talent. They create workplaces where lawyers want to build their careers.
The findings of the Law Forward 2024 Legal Industry Satisfaction Survey reinforce the need for firms to take proactive steps. Those that prioritise leadership, professional growth and workplace culture will build engaged, high-performing teams that are prepared for the future of law.
Law firms that take the lead now will set the standard for a thriving, sustainable legal profession.
