By Pathway – Specialists in Legal Recruitment
The legal profession has always been known for its structure, tradition and long hours in the office. Yet over the past few years, one of the biggest shifts in the sector has been the move towards hybrid working and it’s clear this change isn’t going away any time soon.
At Pathway, we speak with legal professionals and employers across Northern Ireland and the message is consistent: flexibility now plays a huge part in how lawyers and support staff choose their next move.
But while many firms have embraced hybrid models, others are still finding their way. Here’s what we’re seeing in the market and where some firms are getting it right (and wrong).
Getting It Right: Trust, Clarity, and Connection
The most successful hybrid models have one thing in common — trust.
Firms that treat their people like professionals, give them autonomy over where they work, and focus on output rather than visibility, are seeing the best results.
Clear communication also makes a huge difference. When teams know what’s expected, for example, two or three set office days a week, it creates consistency without removing flexibility.
Finally, culture still matters. The firms that are intentional about maintaining connection (through team days, mentoring lunches, and open collaboration) are the ones thriving in a hybrid world.
One Size Doesn’t Fit All
It’s also important to recognise that hybrid working looks different across legal disciplines.
It tends to work particularly well in litigation, Employment, commercial and corporate departments, where much of the work drafting, research, client calls can be managed remotely.
However, for areas like conveyancing and private client, where in person document signings, client meetings and completion deadlines are part of daily life, full flexibility can be more challenging.
That doesn’t mean hybrid can’t work but it does mean firms need to think carefully about how flexibility is structured within each team to ensure fairness and practicality.
Getting It Wrong: Unclear Rules and Uneven Expectations
Where hybrid working falls down is when it’s applied inconsistently.
Some teams are left guessing when they are meant to be in the office, while others feel under pressure to be seen, even when policy says otherwise.
Junior lawyers and secretaries often tell us they feel torn between doing what’s “allowed” and what’s “expected.” That uncertainty erodes trust and damages morale.
Equally, firms that have reverted too far back to rigid office patterns risk losing good people particularly those for whom flexibility is now non-negotiable.
What Legal Professionals Really Want
Across the board, candidates aren’t asking to work from home full time. What they do want is balance, the ability to manage family life, reduce unnecessary travel, and still feel part of a team.
For solicitors, hybrid working allows time for quiet, focused drafting days at home balanced with collaborative client meetings in the office. For legal secretaries and support staff, it’s about trust and flexibility within a structured routine.
The key for firms is recognising that hybrid working is no longer a perk; it’s an expectation.
A Competitive Edge in Recruitment
In today’s market, hybrid policies directly influence recruitment and retention.
Firms offering genuine flexibility not just on paper are attracting stronger talent, improving engagement, and seeing lower turnover.
As specialists in legal recruitment, we have found that candidates often choose the firm that demonstrates trust over the one that simply pays more. It’s a clear sign that the culture of flexibility is shaping the future of legal careers.
Final Thoughts
Hybrid working isn’t about home versus office, it’s about balance, clarity, and culture.
Firms that get this right will not only attract top talent but will also build more engaged, loyal, and productive teams for the future.
At Pathway, we see every day how flexibility, when managed well, can be a genuine game changer for law firms and their people.