In the evolving landscape of workplace attendance, Biglaw firms are facing a notable paradox. Despite increasing mandates that require lawyers to work from the office several days a week, compliance remains low, particularly among partners who are themselves reluctant to adhere to the same standards set for their associates.

Jeffrey Lowe, a seasoned recruiter with CenterPeak, expressed concerns to the American Lawyer about the ongoing challenges in enforcing these mandates. "Everything I’ve heard is that it’s still quite a challenge getting people in, even with these mandates," Lowe stated. He further highlighted the delicate balance firms must maintain in this competitive job market. "We’re starting to come to a point where firms have to put their money where their mouth is and penalize people if they don’t come in. That becomes a risky proposition when you’re in a world where people have lots of choices and not every firm requires the same mandate."

The resistance to in-office mandates is particularly pronounced among partners at various firms, who have shown a strong preference for continuing their work remotely, despite expecting their junior staff and associates to be physically present at the office. This disparity in expectations is raising questions about fairness and the practicality of such mandates in attracting and retaining top legal talent.

The situation presents a complex challenge for Biglaw firms. On one hand, there is a push towards normalizing office attendance to foster teamwork, mentorship, and a cohesive corporate culture. On the other hand, the legal industry, like many others, has been permanently altered by the pandemic-induced shift towards remote work, with many employees valuing the flexibility and work-life balance it offers.

As firms navigate these turbulent waters, the decisions they make could have long-lasting impacts on their culture and competitive edge. The industry watches closely as Biglaw firms attempt to strike a balance between the old and the new ways of working, all while keeping an eye on the preferences and satisfaction of their most valuable assets—their people.