Employing Junior Lawyers

Meg Walters discusses the future of employing junior lawyers, and addressing the ever-changing culture and expectations from a trainee's perspective.

Junior lawyers are the future of the legal profession. How we teach, support and treat them more generally will inevitably shape the lawyer that they become (or whether they chose to become a lawyer at all!). It is therefore hugely important that employers get it right. So, what can employers do to improve the experiences of their more junior members of staff?

Recognise the role they play in the team and the importance of such roles. Junior lawyers are understandably given the more basic tasks, some of which are often not considered to be chargeable. For example, dealing with new enquiries. As a junior lawyer, when you see your more senior colleagues dealing with complex matters and recording lots of units, it can sometimes feel as though your worth to the team is lesser. That is why it is important for employers to remind more junior staff members just how vital their role is. Taking the example of dealing with new enquiries, without this, the firm would cease to operate. A nod of recognition and appreciation to this effect can really help to improve confidence and job satisfaction amongst junior lawyers.

Give them time. Being set tasks that you have little to no experience in completing can often be nerve-racking and overwhelming experience for junior lawyers. To them get the most out of that task, take some time to set out expectations at the outset, and some time once finalised to go through any feedback. Us junior lawyers fully recognise that senior staff members have busy schedules and that sometimes it just won’t be viable to give the time. But where it is possible to spare a couple of minutes, please do – the task will feel far less daunting to your junior staff member, and the results will likely be much better. Plus, when asked to do the task again, they will have an excellent foundation to work from, meaning employers won’t have to take the time again when setting similar work.

Check in on junior lawyers. Being one of the least experienced on the team can be a stressful and overwhelming time. Constantly being challenged, frequently relying on others for guidance and unsure of your value to the team. To make things even more difficult, lots of junior lawyers also juggle studying alongside their work. Many junior lawyers will choose not to make their employer aware of these feelings since they will want to demonstrate that they are resilient and cut out for the pressures of the industry. As an employer, broaching this conversation so that junior lawyer do not have to will encourage open and frank discussions to this effect, which ultimately benefit everyone.

Involve junior lawyers in development opportunities, where possible. Allowing junior lawyers to attend events such as conferences, training day(s), networking opportunities, and so on keeps individuals motivated and inspired. It also keeps them up to date with new laws and practices, ultimately making them a better asset to the team!

Recognise what is important to staff and facilitate this where possible. For example, for junior lawyers who are simultaneously studying for the LPC/SQE whilst working, it will be important to have exam days booked off, as well as sufficient time in advance to revise. However, it will also be important to have enough annual leave entitlement to allow time away from all-things-law. Therefore, offering incentives, such as ‘study leave’, can really help to show junior staff members that their hard work is being recognised and yet their wellbeing is being safeguarded.

Take away message: look out for and invest in junior staff members.