How Hybrid Working Expectations Are Shaping Recruitment Conversations

​Hybrid working has been one of the most significant workplace shifts in the legal industry over the past five years. But as we move through 2025, the flexibility that became a lifeline for many professionals is starting to narrow, particularly in US-headquartered law firms in London, where mandates to increase in-office attendance are becoming more common.

Where three days in the office has typically been standard, some firms have now moved to four-day office requirements, with quiet whispers that a shift to five days a week may be on the horizon. For business services professionals, especially in risk & compliance and knowledge roles, this shift is having a direct impact on career decisions and recruitment conversations.

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Why Are Firms Reducing Hybrid Options?

Several factors are driving this change:

• Client expectations: Many law firm clients, particularly in banking and finance, are themselves requiring more in-person collaboration and expect their advisers to mirror these policies.

• Culture and training: Senior leadership emphasises that junior lawyers and new team members benefit from face-to-face mentorship, organic learning, and informal interactions that can be harder to replicate remotely.

• Collaboration and cohesion: Firms argue that spontaneous conversations, problem-solving, and team alignment happen more naturally in the office.

• Visibility and performance: Some firms believe being physically present makes contributions more visible, fostering a sense of engagement and accountability.

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The Pros for Law Firms

From a law firm’s perspective, increasing in-office time can bring:

• Stronger culture and team bonds through regular face‑to‑face interaction.

• Faster onboarding and training for new hires, particularly those without prior law firm experience.

• Improved knowledge sharing across departments.

• Closer alignment with client working patterns, especially in sectors that have already moved back to full‑time office work.

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The Pros for Candidates

While reduced flexibility may initially seem like a negative, there are potential upsides for candidates:

• Increased visibility with senior stakeholders, which can support career progression.

• More networking opportunities across teams and with leadership.

• Immediate access to mentorship and coaching, especially for those early in their careers or transitioning into a new specialism.

• Greater integration into firm culture, making it easier to build relationships and influence.

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Drawbacks for Candidates

• Loss of work-life balance for those with long commutes or caregiving responsibilities

• Reduced autonomy for experienced professionals who can deliver effectively remotely

• Potential disengagement if presenteeism feels prioritised over performance

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Drawbacks for Firms

• Narrower talent pool as strong candidates rule out roles due to inflexibility

• Higher risk of losing experienced staff to more flexible competitors

• Potential damage to employer brand in a competitive market

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Who is Losing Out?

• Candidates with flexibility needs, such as parents, carers, and those with health considerations, may be disproportionately affected.

• Firms competing for niche talent in high‑demand areas like conflicts, AML, and senior knowledge roles may lose out if inflexibility causes talent to choose a competitor.

• Employees further into their careers may expect to be trusted to manage their own time and could see increased mandates as a step backwards.

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Long-Term Ramifications

If the trend towards more office days continues, especially if five-day mandates become common, there could be long-term effects:

• Retention risks: High performers may leave for firms or sectors offering more balance.

• Reduced diversity: Stricter attendance policies could disproportionately impact groups already underrepresented in leadership.

• Shift in talent strategy: Firms may need to focus more on attracting local candidates who live within commuting distance of the office.

• Greater competition for flexible employers: Law firms maintaining three‑day models may find themselves with a recruitment advantage.

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Hybrid working is no longer a one-size-fits-all arrangement. The legal sector, especially US firms in London, is showing a decisive push towards more in-office time. For candidates, the decision to accept a role will increasingly hinge on whether a firm’s flexibility aligns with their lifestyle and career goals. For clients, the challenge will be balancing cultural and training benefits with the risk of losing top talent to more flexible competitors.

For some, being in the office four or five days a week is no big deal, it’s how they work best. For others, it’s a deal‑breaker, especially when plenty of firms are still offering three‑day hybrid models. In today’s market, flexibility isn’t just a perk; for many, it’s the deciding factor.

We’ve got the inside track on how hybrid working expectations are reshaping risk & compliance, knowledge, and other business services roles in London law firms. Whether you’re a candidate deciding your next move or a firm looking to attract top talent, understanding these shifts can make all the difference.

Don’t hesitate to get in touch to discuss the market, where the trends are heading, and how to position yourself, or your team, for success.

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