Is Hybrid Work Still a Dealbreaker in the Legal Industry?
Is Hybrid Work Still a Dealbreaker in the Legal Industry? By Kelly Macleod, Senior Associate
It’s one of the questions I get asked most by law firms.
“Kelly, are candidates still insisting on hybrid work?”
The honest answer? Yes… but not in the way they used to.
A few years ago, hybrid work was often one of the first questions candidates asked. If a role required five days in the office, many wouldn’t even consider interviewing. It was I WANT 1 – 2 days working from home once I am settled in, meaning way before probation was up!
Today, while flexibility is still important, I’m seeing a noticeable shift in what legal professionals value most.
After spending every day speaking with Partners, lawyers, paralegals, secretaries and legal assistants across Queensland, I genuinely believe candidates are becoming more intentional about their next move.
They’re no longer asking, “How many days can I work from home?” They’re asking something much more important.
“Is this somewhere I can genuinely build my career?”
The conversation has changed
When I ask candidates what’s driving their job search, the answers rarely start with salary or hybrid work anymore.
Instead, I hear things like:
- “I want a Partner and leader who genuinely mentors me.”
- “I want to enjoy coming to work where the team get along well and actually care about each other.”
- “I want challenging and meaningful work – I don’t want to be bored.”
- “I want to work with good people with good intentions.”
- “I want a clear career pathway – not empty promises.”
- “I want to feel valued and part of the bigger picture.”
Hybrid work is still part of the conversation—but it’s becoming one piece of a much bigger picture.
Culture is becoming the biggest differentiator
I’ve placed candidates into fully office-based roles because they walked away from the interview excited about the people, the leadership and the opportunities ahead.
Equally, I’ve seen candidates decline hybrid opportunities because they didn’t feel a genuine connection with the firm.
The flexibility was there. The salary was there. The title was there…
But the culture wasn’t. That says a lot.
Flexibility now means trust
I also think we’ve changed the way we define flexibility.
For many legal professionals, it’s no longer simply about working from home two or three days a week.
It’s about working for leaders who trust them.
It’s knowing they can attend a school assembly, sports carnivals and training, work from home while waiting for a tradesperson, or leave early for an appointment without feeling like they’re letting the team down.
Interestingly, many of the happiest candidates I place don’t use hybrid work every week.
They simply appreciate knowing it’s available when they need it.
The firms attracting the best talent
The firms consistently securing exceptional candidates aren’t always offering the highest salaries or the most generous hybrid policies.
- They’re the firms with approachable Partners and kind HR teams.
- The firms that genuinely mentor their people.
- The firms with realistic workloads, supportive teams and a culture where people feel respected and appreciated.
Candidates remember how a firm makes them feel during the interview process.
- They notice whether the team seems happy and how friendly the receptionist is
- They notice how people interact with one another, is there a power play or genuine care and a positive dynamic.
- They notice authenticity.
Those things are becoming just as influential as any benefit listed in a job advertisement.
My biggest takeaway
Hybrid work hasn’t disappeared as a priority. It still matters.
But I don’t believe it’s the deciding factor it once was.
The legal professionals I speak with every day are looking for something much bigger than flexibility.
They’re looking for:
- Purpose.
- Growth.
- Strong leadership.
- Supportive colleagues.
- A positive culture.
And somewhere they can genuinely see themselves staying for the long term.
Because at the end of the day, people rarely stay at a firm simply because they can work from home. They stay because they feel valued.
I’d love to hear thoughts on this from both legal professionals and law firms: