Over the past 18 months, we’ve seen a noticeable shift in how law firms approach employee benefits. After speaking with countless firms across Devon, Cornwall and Somerset, it’s clear that many have taken a serious look at their packages and made significant improvements to stay competitive.
From hybrid working policies to enhanced benefits, firms are investing more in attracting and retaining talented legal professionals than ever before.
But the question remains: are these the benefits people actually want?
The Rise of the “Benefits Package”
Modern law firm benefits often go far beyond the traditional offering of salary, pension and holiday.
Common perks we now see include:
- Hybrid or flexible working arrangements
- Enhanced annual leave allowances
- Your birthday off work
- Pension contributions
- Life insurance
- The option to buy or sell additional holiday
- Private healthcare or wellbeing initiatives
- Discount schemes, vouchers, or lifestyle perks
Some firms are also introducing more niche benefits such as gym memberships and wellbeing subscriptions.
All of this sounds great on paper — and in many ways it is. A strong benefits package shows that a firm is thinking about employee wellbeing and long-term retention.
But What Do Legal Professionals Actually Prioritise?
While additional perks are appreciated, the conversations we have with candidates suggest that three factors consistently matter the most:
- Salary
- Working hours / work-life balance
- Hybrid working flexibility
Salary remains the foundation of any job decision. Over the past 18 months in particular, many law firms have reviewed and increased salaries in response to market competition. This has been a welcome and necessary shift to ensure firms can attract and retain high-quality legal professionals.
Benefits are valued, but they rarely replace the importance of a competitive base salary.
Bonuses: A Nice Extra, Not the Main Event
Bonuses are another area where firms try to differentiate themselves. They can be a great addition to a package and are certainly appreciated by employees.
However, most candidates tend to view bonuses exactly as they are intended: a bonus, not something to rely on as core income.
A strong salary combined with a clear bonus structure tends to be far more appealing than a lower salary with a potentially high bonus.
The Hybrid Working Expectation
Hybrid working has quickly become one of the most important considerations for legal professionals.
The legal sector has traditionally been office-based, but many firms across the Southwest have successfully adopted hybrid models. Candidates now often expect some degree of flexibility, and firms that offer this tend to attract a wider talent pool.
Importantly, hybrid working isn’t just about convenience — it’s about work-life balance, productivity, and long-term job satisfaction.
Are Law Firms Getting It Right?
Overall, the direction of travel is very positive.
Law firms are clearly investing more time and thought into their employee value proposition. From improved salaries to more flexible working and enhanced benefits, the legal sector is evolving to better support its workforce.
While some perks may be more useful than others, the bigger picture is encouraging: firms are recognising that people are their most valuable asset.
For candidates, this means more choice, better packages, and a stronger focus on wellbeing within the profession.
And for firms, getting the balance right between salary, flexibility and meaningful benefits will continue to be key to attracting and retaining the best legal talent.