In the competitive world of Biglaw, firms often tout their list of perks to attract top talent, but recent feedback from associates suggests that not all that glitters is golden. According to the latest ALM midlevel associate survey, one such "perk" has been flagged as more of a pitfall than a benefit.

The perk in question is the flexibility of remote work, which, on the surface, promises a better work-life balance and less commuting stress. However, associates are increasingly describing this option as a "trap" and "misleading." In fact, 27% of firms reported receiving complaints about this policy, highlighting significant discontent among their ranks.

Associates have voiced that this flexibility often leads to longer working hours, blurring the lines between home and work life, and creating an 'always on' work culture. One associate mentioned, "It seemed like a dream perk at first, but it's like I'm shooting myself in the foot. I end up working more since I'm technically always at the office."

This sentiment is echoed by many others who find that what was supposed to be an avenue for greater control over their time has turned into a tether to their workstations, with expectations to be available at all hours. The initial allure of remote work fades quickly when faced with the reality of extended workdays and a decrease in personal time.

Firms may need to reconsider how they implement such policies and ensure they are genuinely advantageous to their employees. Associates are calling for clearer boundaries and more honest discussions about what remote work entails, including the potential for increased workload.

As Biglaw firms continue to evolve in a post-pandemic world, the effectiveness and genuine benefit of such perks will likely come under greater scrutiny. Associates are clearly signaling the need for changes that ensure these perks truly enhance their professional and personal lives without hidden costs.