As the season of Biglaw bonuses unfolds, law firms are dazzling their associates with hefty financial rewards. However, amidst these gleaming announcements, Reed Smith, a significant player ranked No. 37 in the latest Am Law 100 with a gross revenue of over $1.5 billion in 2024, has chosen a different path. Starting January 5, 2026, the firm's associates will be required to increase their in-office presence to four days a week, a move that has sparked considerable unrest among its workforce.

This announcement came at a time when associates across various firms are typically on the lookout for bonus-related emails, making the news particularly unwelcome. Unlike their peers who are celebrating substantial bonuses, Reed Smith’s associates find themselves 'rewarded' with additional office days. The timing and nature of this announcement have only added to the dissatisfaction, contrasting sharply with the financial incentives being handed out elsewhere.

Reed Smith isn't alone in tightening office attendance policies. Several other prestigious firms, including A&O Shearman, Cooley, and Covington, have also mandated a four-day office attendance policy. Notably, Sullivan & Cromwell has gone even further, requiring their attorneys to be in the office five days a week.

These moves reflect a broader trend within the industry towards restoring pre-pandemic office norms, which many firms believe foster collaboration and mentoring opportunities that remote work lacks. However, this shift has also led to debates about work-life balance and the evolving expectations of legal professionals in a post-pandemic world.

Associates affected by these changes are encouraged to share insights and documents with the media anonymously to ensure their experiences and concerns are heard without jeopardizing their positions. This can be done through secure emails and texts, with precautions advised to avoid leaving digital traces that might lead back to their professional accounts.

As the legal industry continues to balance between traditional operational models and the modern expectations of its workforce, the responses from these firms' associates will likely shape future policies. Meanwhile, the legal community watches closely, gauging the impact of these decisions on associate satisfaction and firm performance.