The Biglaw Dilemma: Should Associates Return to the Office When Partners Stay Remote?

Remote work in Biglaw is rapidly becoming the exception, as firms push younger associates back into the office for hybrid work schedules. For these associates, in-person office time is now highly valued for the mentorship, hands-on training, and team-building opportunities that come from face-to-face interactions. But what happens if the partners are not there?

I heard a story recently… a law firm insisted that a prospective lateral associate come to their downtown office for their interview with their partners. Upon arriving, the candidate was told that all the partners would be on zoom and not be physically present. Imagine how the associate felt?

The return to the office has highlighted a new challenge: while firms mandate office presence for associates to promote development, many partners and senior attorneys continue to work remotely. This creates a complex dynamic, as the in-office benefits that firms seek to offer—direct mentorship, spontaneous collaboration, and in-person guidance—are significantly diminished when senior lawyers, who play a central role in associate development, are frequently absent from the office.

While remote work offers distinct benefits for partners, such as flexibility and work-life balance, the lack of consistent partner presence in the office can impact the firm’s overall culture and development goals. This leaves firms with a difficult question: how to strike a balance that maintains the engagement and growth of associates without compromising the flexibility that partners have come to value. A fully in-office mandate could disrupt work-life balance, while a hybrid approach risks slowing the development of new associates.

How would you solve this problem?