In the dynamic landscape of Biglaw firms, the push towards reinvigorating office culture post-pandemic has led to a new wave of attendance policies. Prominent firms such as A&O Shearman, Cooley, and Davis Polk are now mandating their attorneys to clock in four days a week at the office. This shift reflects an underlying hope among partners that more face-to-face interaction will reignite pre-pandemic work dynamics. However, not everyone is convinced that these new mandates will translate into actual office attendance.

Jeffrey Lowe, the market president of Washington, D.C. for the recruiting firm CenterPeak, expressed skepticism about the effectiveness of these mandates. In a conversation with Law.com, Lowe remarked, "I continue to believe that firms requesting four days in-office aren’t really expecting it or are likely to achieve it. But it’s the hope that, ‘The more days we ask for, the more days they’re likely to show up.’" His comments underline a significant gap between the expectations set by firm management and the realities of post-pandemic work preferences among attorneys.

The list of firms adopting this policy is extensive, cutting across various legal powerhouses from Covington to Skadden, and includes specific departments in others like DLA Piper (corporate associates) and Dechert (junior associates). The trend suggests a strategic move to bolster in-person collaboration and perhaps, a test of loyalty and adaptability among the workforce.

However, the success of these mandates remains to be seen. The legal industry, renowned for its strenuous work hours and demanding nature, has seen a significant shift in how and where work is done, thanks to the pandemic-induced remote work revolution. Many attorneys have tasted the benefits of flexible work environments and may find it challenging to return to the old norms, which prioritizes physical presence over efficiency and work-life balance.

As Biglaw firms navigate these new policies, they tread a thin line between fostering a collaborative work environment and respecting the evolved expectations of their workforce. The coming months will be crucial in determining whether these attendance mandates will hold firm or if they will need to be recalibrated to meet the changing dynamics of the modern legal workplace. As it stands, law firm partners might be hoping for the best, but they are certainly not holding their breath.