While the pandemic has altered the traditional work setup, Biglaw firms are progressively reinstating office attendance mandates, with hybrid work policies becoming the norm yet again. According to a recent study by Savills Research and Data Services, which reviewed data from 177 Am Law 200 firms, a significant majority have adopted some form of hybrid policy. The study reveals that 55.9% of these firms maintain a flexible hybrid schedule, while 39.5% enforce a fixed hybrid routine. Notably, a mere 4% adhere to an office-first approach, and only 0.6% prioritize remote work.

The research underscores a prevailing trend: 82% of these firms now require lawyers to be present in the office on specific days, with nearly half insisting on a three-day office attendance, which has emerged as a standard over the years. On the other end of the spectrum, a few firms demand a full five-day office week, illustrating a significant variance in policy enforcement across the sector.

The push towards more in-office days is gaining momentum, with several top firms like Davis Polk, Latham, and Paul Weiss now mandating four days of office presence. Sullivan & Cromwell takes an even stricter stance, requiring a five-day in-office schedule. This shift indicates a growing inclination among Biglaw firms to foster in-person collaboration and oversight.

Tom Fulcher, chair of the Legal Tenant Practice Group at Savills, commented on the trend, suggesting a gradual increase in office days and obligations. "It just feels like there’s going to be a gradual move toward more and more days, more and more obligations to be in the office," said Fulcher.

Moreover, firms are not shying away from enforcing these mandates. About 17% of the firms surveyed are actively penalizing attorneys who fail to comply with the attendance requirements. The penalties range from docking paid time off to withholding promotions and, in some instances, completely revoking the option for remote work. Interestingly, bonuses are being targeted at more than 60% of the firms that are implementing such disciplinary measures.

These evolving policies and their strict enforcement underscore a significant shift in how Biglaw firms view office attendance post-pandemic. As the landscape of legal work continues to evolve, these firms are making clear their preference for a controlled, structured work environment, potentially setting the stage for future workplace norms in the legal industry.

As these developments unfold, legal professionals and firms alike are navigating the delicate balance between flexibility and the perceived benefits of in-person work setups. Only time will tell how these enforced mandates will affect the overall culture and operational efficiency within Biglaw firms.