In the post-pandemic era, the legal world finds itself at a unique crossroads. The once-hallowed walls of law firm offices, where late-night war rooms and whiteboard strategy sessions shaped precedent-setting cases, now often sit quieter than they used to. Remote work proved not only possible but, for many attorneys, productive. Still, a new wave of firms—from global powerhouses to boutique litigation shops—is calling associates back into the office.
But why? What are the implications? And most importantly, how do firms strike the right balance between collaboration and flexibility in a profession known for its high expectations and high stakes?
At Artemis, we’ve been watching this shift closely—not only as legal headhunters but as trusted advisors to law firms seeking to retain top talent while evolving with the times.
The Case for Returning to the Office
1. The Apprenticeship Model Demands Proximity
For generations, the legal profession operated under an apprenticeship model. Young associates learned by osmosis—soaking up knowledge not just from formal mentorship but from being in close proximity to partners, hearing how they spoke to clients, how they negotiated, and how they prepared for court.
Remote work may have preserved productivity, but it disrupted that learning curve. Partners we speak to often express concern that first- and second-year associates aren’t developing the instinctive judgment or presence that in-person experiences foster.
As one litigation partner at a national firm put it, “You don’t learn how to try a case on Zoom.”
2. Culture Is Hard to Sustain Virtually
Culture isn’t built on Slack channels or Teams calls. It’s built in hallways, in lunches, in “pop-in” conversations that organically deepen relationships and collaboration. In a profession where trust is everything—among clients, colleagues, and opposing counsel—law firm culture isn’t just a nice-to-have. It’s a strategic asset.
The firms bringing people back aren’t trying to rewind to 2019. They’re redefining culture for a hybrid era, knowing that spontaneous interaction still matters.
3. Clients Are Paying Attention
While many industries have embraced hybrid work models, legal clients still expect a certain white-glove experience. Especially in high-stakes litigation, complex deals, or sensitive regulatory matters, in-person collaboration within legal teams can inspire confidence and reinforce professionalism.
Some GCs have started asking whether their outside counsel is fully remote. Others admit to preferring firms with visible, cohesive teams. That pressure doesn’t come from nostalgia—it comes from risk mitigation and relationship management.
The Pushback: Why Associates Are Hesitant
Of course, it’s not all clear-cut. Attorneys—especially younger ones—value flexibility. For many, remote work enabled greater work-life balance, reduced burnout, and eliminated commutes that often added hours to already long days.
At Artemis, we regularly speak with associates weighing offers from both remote-first and in-office firms. Here’s what they tell us:
- “I’m billing 2,100 hours a year—does it matter where I’m billing them?”
- “I actually see my partner and kids now.”
- “My productivity hasn’t dipped. Why change what’s working?”
These aren't lazy employees—they’re highly motivated professionals who’ve proven themselves in difficult circumstances. To dismiss their concerns is to ignore the evolution of legal talent priorities.
Finding the Balance: What the Best Firms Are Doing
The question isn’t whether to return to the office. It’s how to do it in a way that retains top talent, supports development, and fosters firm success. The most forward-thinking firms are approaching this not as a mandate, but as an opportunity to evolve.
Here are the top strategies we’re seeing work:
1. Redefining “Presence”
Rather than requiring five days in the office, firms are focusing on intentional presence. That means:
- Anchor days: Specific days where teams come in for collaboration, training, or case reviews.
- In-person onboarding: Ensuring new associates have early face time with mentors and clients.
- Flexible “core hours”: Providing structure while allowing for autonomy.
It’s less about punching the clock and more about designing the week around outcomes, learning, and client service.
2. Investing in the In-Office Experience
If you’re asking people to commute in, make it worth it. Some firms are reimagining their office space—adding wellness rooms, better dining, and quiet zones for focused work. Others are providing perks like dry cleaning, ride-sharing credits, and on-site childcare to ease the transition.
Remember: You’re not just inviting associates back; you’re competing for their time and energy.
3. Creating Space for Feedback
Lawyers thrive on structure and clarity, but they also want to feel heard. The firms getting it right are conducting regular feedback sessions, offering anonymous surveys, and creating internal task forces to refine hybrid policies.
This builds trust and reduces resistance. If associates feel they have a seat at the table, they’re more likely to show up at the table.
4. Communicating the “Why”
This may be the most important piece. Don’t just declare an RTO policy—explain the reasoning. Emphasize training, culture, and client expectations. Show how it fits into the firm’s broader strategy and how it will benefit associates in the long run (e.g., development, visibility, promotion readiness).
Treat your associates like the intelligent professionals they are. They don’t need micromanagement—they need mission alignment.
What This Means for Recruiting
At Artemis, we’re already seeing the shift play out in headhunting conversations.
- Firms with rigid RTO mandates but no cultural or strategic justification are losing top candidates.
- Firms with clear, purpose-driven hybrid plans are standing out—and winning talent from competitors.
- Candidates increasingly ask about mentorship, advancement pathways, and how hybrid work supports (or hinders) both.
If you’re not communicating a cohesive philosophy around RTO, you’re likely losing out—even if the policy itself is reasonable.
Closing Argument: The Verdict on RTO in Legal
The legal industry is evolving—but its foundation remains the same. Relationships matter. Training matters. Culture matters. The challenge now is to balance the very real benefits of in-person work with the flexibility that modern attorneys demand.
Returning to the office isn’t about reverting to old habits. It’s about creating new ones—ones that build stronger teams, sharper attorneys, and better outcomes for clients.
Whether you're a managing partner designing policy or an associate weighing your next move, one thing is clear: the office isn’t dead. But it does need a makeover.
And if your firm wants to lead the way, not just follow the trend—Artemis is here to help.
Need help attracting the right legal talent in a hybrid world?
Reach out to Artemis to learn how our headhunting approach is helping firms adapt, grow, and win—no matter where their associates sit.
