The nuances of how to effectively execute reduced hours or other flexible work alternatives are as numerous as law firms. But it all comes down to how to execute a program that allows attorneys to reduce their workload, possibly stay on the partner track and still generate sufficient revenue for the firm—and, of course, serve clients.
The subject has been around a few decades but has gained momentum in recent years, as the legal talent pipeline leaks women and possibly millennials, who may not be as devoted to the partnership track as new lawyers were even a decade ago. If in some quarters, the discussion is nature versus nurture, in the legal field it’s a viable personal life versus billing 1,800 hours a year.
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