Sex of Respondents
Male	53%
Female	47%

Age of Respondents
20-30	31%
31-45	54%
46-55	11%
56+	4%

Respondant salary ranges
Less than £25,000	9%
£25,000-£40,000	45%
£41,000-£75,000	37%
£76,000-£120,000	8%
£121,000+	1%

Area of law practiced
Private Practice	63%
In-house	37%

Number of firms previously worked for	Private Practice	In-house
1 to 2	67%	54%
3 to 4	27%	35%
5+	6%	11%

The results show that lawyers are still generally loyal to their respective firms and companies. Turnover is not as prevalent as in many other industries. Private practice has lower overall turnover than in-house legal departments which may be indicative of the general nature of commerce and industry.

What persuades you to change jobs	Most Important Private Practice	Most Important In-house	Least Important Private Practice	Least Important In-house
Money	60%	31%	5%	3%
Promotion Opportunity	67%	35%	5%	3%
More responsibilty	52%	20%	6%	3%
Poor office culture	60%	28%	5%	3%
Lack of appreciation	67%	30%	5%	1%
Want to work part time	17%	9%	62%	62%
Pressure of work	24%	10%	26%	31%
Lack of client contact	25%	7%	31%	33%
No promotion prospects	52%	24%	17%	10%
Non salaried incentives	28%	12%	19%	15%
Change of practice area	34%	12%	30%	29%
Decreased workload	27%	7%	21%	21%

When examining the factors that persuade lawyers to change firms, companies lack of appreciation and promotional opportunities are cited as the most common reasons (67% of lawyers rated these factors as the most important). The least important factor affecting a lawyer's decision to change employers is wanting to work part time; the number of hours worked is not as important an issue.

What would entice you to stay in current job	Most Important Private Practice	Most Important In-house	Least Important Private Practice	Least Important In-house
More money	76%	76%	5%	3%
Promotion	69%	72%	13%	6%
More responsibilty	49%	58%	12%	8%
More client contact	36%	23%	18%	22%
More secretarial support	30%	27%	21%	19%
More secretarial support	30%	27%	21%	19%
Less administration	32%	31%	16%	19%
More appreciation	52%	51%	10%	8%
Better office culture	47%	48%	10%	12%
More benefits	60%	48%	10%	10%
Work part time	32%	25%	40%	48%
Change of practice area	26%	13%	47%	53%

Lawyers' considerations when deciding to stay in their current role are money, promotional opportunities and benefits with the least important factor being the opportunity to change practice area. This indicates that lawyers generally do not consider changing specialisations mid-career a reason to leave their existing firm/company.

Number of hours worked per week	UK Firms	US Firms	In-house	>25k	25-40k	41-75k	76-120k	121k+
35-49 hours	63%	0%	70%	81%	75%	55%	22%	0%
50-60 hours	32%	83%	26%	16%	22%	40%	70%	80%
61+ hours	5%	17%	3%	3%	3%	5%	7%	20%

The impression that private practice lawyers work excessively longer hours than in-house lawyers is down-played by the research, although the results also show that hours increase with salaries. (80% of lawyers earning in excess of £120k work more than 50 hours per week compared to 81% of lawyers earning £25k or less who work fewer than 50 hours per week). Lawyers working for US firms work more hours than their UK counterparts with 100% of respondents working 50 hours or more per week.

Working on the weekends	UK Firms	US Firms	In-house	>25k	25-40k	41-75k	76-120k	121k+
Once a month	32%	67%	28%	23%	29%	35%	48%	80%
Once a quarter	19%	33%	18%	10%	17%	23%	30%	0%
Twice a year	17%	0%	14%	10%	19%	18%	7%	0%
Never	20%	0%	28%	29%	26%	16%	4%	0%
Most weekends	13%	0%	12%	23%	8%	8%	11%	20%

Following on from working hours, the results show that lawyers in US firms are more likely to work weekends with 67% of respondents stating they worked at least one weekend per month. Again, these results correlate with salary ranges-the higher the salary, the more likely weekend work is required. Of lawyers working weekends, 50% claim to work from home.

Holiday entitlement	UK Firms	US Firms	In-house	>25k	25-40k	41-75k	76-120k	121k+
20 days	0%	13%	7%	39%	17%	5%	0%	20%
21-25 days	50%	53%	37%	45%	53%	55%	37%	40%
More	0%	7%	13%	6%	8%	4%	22%	20%

Overall holiday entitlement is quite generous for lawyers with UK firms offering more days on average (50% of employers offer between 21-25 days and 50% offer 26-30 days). US firms are less inclined to offer the maximum holiday entitlement with 53% offering 21-25 days and 27% offering 26-30. In-house lawyers are more likely to receive extra holiday, with 13% stating they are entitled to more than 30 days per annum.

Most lawyers have had to cancel a holiday due to work commitments with roughly a third of all respondents doing so at some time or another.

Is partnership/head of dept an important goal	Male	Female	UK Firms	US Firms	In-house	>25k	25-40k	41-75k	76-120k	121k+
Yes	72%	48%	83%	61%	57%	42%	61%	65%	56%	80%
No	28%	52%	17%	39%	43%	58%	39%	35%	44%	20%

In both private practice and in-house partnership/head of department is an important goal, although this is more the case with men (72%) than women (48%). The majority of respondents in both private practice and in-house see themselves practising in five years' time.

Is good performance rewarded	Private Practice	In-house	Male	Female	UK Firms	US Firms	>25k	25-40k	41-75k	76-120k	121k+
Yes	58%	52%	58%	59%	52%	54%	63%	67%	80%
No	42%	48%	42%	41%	48%	46%	37%	33%	20%

Is good performance rewarded	Private Practice	In-house	Male	Female	UK Firms	US Firms	>25k	25-40k	41-75k	76-120k	121k+
Yes	58%	52%	58%	59%	52%	54%	63%	67%	80%
No	42%	48%	42%	41%	48%	46%	37%	33%	20%

The view of good performance being fairly rewarded is consistent between private practice and in-house with roughly half of all respondents feeling that they are. There is no discrepancy between men and women with these views.

If money weren't an issue would you still become a lawyer	Private Practice	In-house
Yes	59%	68%
No	41%	32%

Is there an appraisal scheme for partners/heads of dept	Private Practice	In-house
Yes	55%	77%
No	25%	17%
Don't know	20%	6%

In-house leads the way on appraisal schemes for lawyers with 77% of respondents stating that there are procedures in place; 55% of private practice respondents stated that this was the case (20% of private practice lawyers and 6% of in-house lawyers didn't know if a system is established).

Is there an appraisal scheme for support staff	Private Practice	In-house
Yes	83%	82%
No	13%	10%
Don't know	4%	8%

Support staff appraisal schemes are widely used within private practice (83%) and in house (82%) indicating that procedures for review are universal and established.

Is there an appraisal scheme for support staff	Private Practice	In-house
Yes	83%	82%
No	13%	10%
Don't know	4%	8%

Support staff appraisal schemes are widely used within private practice (83%) and in house (82%) indicating that procedures for review are universal and established.

Is the appraisal scheme fair and motivational	Private Practice	In-house
Yes	61%	54%
No	39%	34%

Just over half of respondents feel existing appraisal schemes are fair and motivational with 61% of private practice compared to 54% of in-house lawyers believing so. A further 39% of private practice lawyers and 34% of in-house professionals believe their appraisal schemes to be unfair and/or unobjective. Additionally, 50% of private practice and 51% of in-house laywers feel there is sufficient follow through on appraisal schemes.

Does your firm/company have a mentoring programme	Private Practice	In-house
Yes	22%	14%
No	78%	86%

Mentoring is not top on the list of priorities for either private practice (78%) or in-house departments (86%) with the majority in both areas of practice not implementing this style of career development. This being the case, the majority also feels that this type of programme would be beneficial with 65% of private practice and 67% of in-house stating so.

Is there an incentive scheme for fee earners/legal advisors	Private Practice	In-house
Yes	33%	37%
No	67%	63%

Incentive schemes within private practice and in-house departments are not prevalent with 67% and 63% respectively, stating that they do not use this reward method. Of the firms and corporations that do have an incentive scheme, the bonus system is the most widely used (86% for private practice and 87% for in house).

Is the scheme fair and motivational	Private Practice	In-house
Yes	57%	60%
No	43%	40%

Private Practice

	UK Firms	US Firms	In-house
Holiday	100%	100%	100%
Pension	71%	100%	89%
Private medical insurance	66%	83%	57%
Loans	21%	50%	25%
Sabbatical period	9%	0%	11%
Life insurance	39%	67%	36%
Season ticket loan	37%	67%	37%
Mortgage subsidies	5%	0%	11%
Club memberships	19%	50%	12%
Creche	2%	0%	6%
Car/car allowance	31%	0%	50%
Other	13%	0%	16%

Benefits feature in all areas of practice with holiday being offered in all areas. Pensions and private medical insurance are also offered across the majority; mortgage subsidies and creches rank the lowest for benefits offered.

What type of training is offered	Private Practice	In-house
Business	75%	77%
Admin	42%	43%
Personal	30%	47%
Other	16%	16%

Training is offered in many areas with business training topping the list for private practice (75%) and in-house (71%). Administrative training is offered to 42% of private practice and 43% of in-house staff. Personnel training is offered to 30% private practice and 47% in-house staff; the majority of this training is offered across all levels.

What level of personnel is it provided to	Private Practice	In-house
Support	15%	33%
Associates	30%	12%
Partners	26%	8%
All	70%	84%

Do you have access to the internet at home	Private Practice	In-house	>25k	25-40k	41-75k	76-120k	121k+
Yes	59%	66%	60%	59%	70%	100%
No	41%	34%	34%	40%	41%	30%	0%

Over half of all lawyers surveyed have internet access at home with 66% of in-house and 59% of private practice lawyers being online. Frequency of access shows 49% of private practice and 45% of in-house lawyers logging on at least once a day. The most common uses for the interenet cited were for sending and receiving information (86% of private practice, 91% of in-house), social purposes (78% of private practice, 76% of in-house), researching competitors (27% of private practice, 19% of in-house), researching clients (38% of private practice, 20% of in-house) and recruitment (24% of private practice, 22% of in-house). The majority of lawyers surveyed do not use the internet for recruitment purposes with 69% of private practice and 61% of in house lawyers stating so (only 16% of private practice and 27% of in house lawyers have submitted a CV online, although 59% of private practice and 70% of in house lawyers stated that they would not be against doing so).

How do you use the internet	Private Practice	In-house	>25k	25-40k	41-75k	76-120k	121k+
Recruitment	24%	22%	36%	23%	20%	23%	0%
Research on clients	38%	20%	25%	27%	33%	46%	60%
Research on competitors	27%	19%	14%	19%	29%	27%	60%
Social purposes	78%	76%	64%	78%	88%	80%
Sending/receiving information	86%	91%	82%	88%	86%	8%	100%

Have you ever used the internet to search for a job	Private Practice	In-house	>25k	25-40k	41-75k	76-120k	121k+
Yes	31%	39%	47%	33%	36%	22%	20%
No	69%	61%	53%	67%	64%	78%	80%

Firm sizes surveyed break down as follows:
0-20 laywers	30%
21-50 lawyers	17%
51-75 lawyers	13%
76-150 lawyers	10%
151-300 lawyers	9%
300+ lawyers	21%

Partnership Issues

What partnership remuneration system is most effective
Lock step	9%
2Meritocracy	19%
Mix of lock step and meritocracy	45%
Unknown	27%

Of the lawyers surveyed, 78% feel that their partners deserve what they earn. The partnership remuneration system regarded as most successful is a mix between lock step and meritocracy, earning 45% of the vote (lock-step alone was seen as the least effective with only 9% of respondents feeling it is successful).

Do you believe the ratio of partner to fee earner is correct	UK Firms	Us Firms
Yes	44%	17%
Too high	32%	17%
Too low	10%	66%
Don't know	14%	0%

There is some disparity between the views of UK and US firms on the ratio of partner to fee earner. Almost half (44%) of lawyers at UK firms feel the ratio is correct vs 17% of lawyers at US firms who see the ratio as too low. In contrast, 33% of UK lawyers believe the ratio of fee earner to secretary is correct whereas only 17% of lawyers at US firms feel the same way.

If you are not a partner, what are your partnership prospects	Male	Female	UK Firms	US Firms
Excellent	12%	13%	11%	20%
Positive	55%	44%	48%	80%
Not good	22%	29%	28%	0%
None	12%	15%	14%	0%

qualified, work part-time, did not attend Oxbridge, not political enough and too many partners already.

Does your firm have fast track partnership opportunities	UK Firms	US Firms
Yes	17%	50%
No	83%	50%

Do you have billing targets	UK Firms	US Firms	>25k	25-40k	41-75k	76-120k	121k+
Daily	9%	33%	6%	7%	16%	0%
Weekly	5%	0%	0%	6%	7%	0%	0%
Monthly	59%	50%	59%	66%	44%	59%	100%
None	27%	17%	35%	21%	32%	18%	0%

All lawyers have some form of billing targets in place with monthly being the most common for UK (59%) and US (50%) firms. Billing targets tend to be on a monthly basis regardless of salary level.

Size of company in terms of turnover:
Up to £1m	9%
£1-15m	13%
£16-50m	15%
£51-100m	10%
£100m+	53%

Is the head of legal a board position
Yes	34%
No	66%

In-house lawyers are generally not on the board of a company with 66% stating that their role was not a board position; 74% of respondents worked in private practice before their in-house career. Reasons stated for going in-house were more money with shorter hours, better lifestyle and office culture, and more variety. Interestingly, the majority of respondents did not have a positive outlook about their promotion prospects with 45% of men and 41% of women feeling this way. Reasons given were that the heads of departments were well established with no signs of moving, wrong colour and/or gender, flat structure, not a UK lawyer and lack of appreciation for the role. Salaries in private practice were not seen as enough to move by 63% of respondents.

What are your promotion prospects	Male	Female
Excellent	8%	7%
Positive	27%	32%
Not good	45%	41%
None	20%	20%

Were you working in private practice before working in C&I
Yes	74%
No	26%

Do you have children
Yes	42%
No	58%

The number of respondents with children was roughly split with 42% stating 'no'; and 58% stating 'yes'. For both men and women this is seen as a factor in effecting working hours with 47% of men and 55% of women stating that this was an issue.

Sexual discrimination

Does your company have a sexual discrimination policy	Private Practice	In-house
Yes	67%	90%
No	33%	10%

Sexual discrimination policies are more widespread throughout corporations with 90% of all in-house lawyers surveyed stating that their company has a policy compared with 67% of private practice lawyers stating that this was the case. Claims of sexual harassment are taken seriously by 81% of private practice and 93% of in-house lawyers. Unsurprisingly, women make up the majority of recipients of sexual harassment with 57% claiming harassment from a senior staff member and 43% from a client.

Have you ever had a problem with sexual harrassment with	Male	Female
A Co-worker	20%	20%
A Partner/senior staff	30%	20%
A Client	20%	43%

Is working part-time or flexi-time an option	Male	Female	Private Practice	In-house
Yes	28%	50%	29%	54%
No	72%	50%	71%	46%

Women (50%) more than men (28%) see working part-time as a feasible option; this figure is slightly higher for female lawyers working in-house (54%) than in private practice (46%). Even though fewer men regard part-time work as a possibility, more men (52%) than women (36%) believe that it would not have a negative impact on their career prospects. This view was held by lawyers working in-house (57%) rather than private practice (33%).

Do you believe there is a glass ceiling for female lawyers	Male	Female	Private Practice	In-house
Yes	25%	65%	46%	38%
No	75%	35%	54%	62%

Not surprisingly, the majority of women polled (65%) believe there is a glass ceiling whereas the majority of men (75%) do not. Unsurprisingly, fewer women lawyers (22%) believe they progress in their careers as quickly as men do (64%). These views may be fueled by the percentages of women in-house (68%) and in private practice (70%) who feel their careers would be adversely affected by becoming pregnant. Although pregnancy is not perceived as a 'career move', 60% of men and 53% of women feel that their organisations are parent friendly and cited various reasons as generous paternity policies, flexibility and good maternity policies. The most negative feedback came from the private practice sector where some openly state that women with children will not be made partners.

With regards to working for US law firms the majority of international travel is conducted by lawyers working for US firms (83%) and is not significant in UK private practice (29%) or in-house legal departments (33%).

Of lawyers polled, 83% saw US firms as healthy competition for UK firms and the same percentage would work for a US firm if the opportunity arose.

Would you work for an US firm if the opportunity arises	Male	Female
Yes	51%	47%
No	49%	53%

Reasons stated for choosing/wanting to work for a US firm were greater opportunities and remuneration, a more exciting atmosphere, working with more interesting people in a smaller office and greater opportunities for training.

What is your perception of working for a US law firm	Male	Female
Longer hours	86%	78%
Higher salary	98%	95%
More internation work	51%	60%
More partnership opportunities	11%	14%
More motivational environment	18%	25%
Meritocracy	32%	25%
Ruthless culture	74%	61%
Friendly and open culture	13%	17%

Percentage of income

	Less than £25,000	£25,000 to £40,000	£41,000 to £75,000	£76,000 to £120,000	£121,000+
Mortgage/Rent	35%	24%	23%	28%	21%
Investments/savings	0%	13%	16%	12%	18%
Loans/credit cards	30%	11%	9%	7%	17%
Utilities	7.5%	6%	4%	2%	2%
Car	7.5%	7%	4%	2%	3%
School fees	2.5%	1%	1%	7%	21%
Dining out	0%	4%	5%	4%	2%
Holidays	0%	6%	8%	8%	2%
Alcohol	2.5%	2%	3%	1%	0%
Sports	0%	2%	2%	3%	0%
Clothing	7.5%	4%	5%	5%	2%
Beauty products/services	2.5%	2%	1%	1%	0%
Other	5%	18%	19%	20%	12%

The debt ratio for lawyers surveyed is somewhat high - mortgage, loans and credit cards make up the majority of monthly expenses. Unsurprisingly, investment is low or virtually non-existent at the newly qualified level and increases as position and salary does; 57% of lawyers surveyed believe that they have insufficient investments for retirement (views on retirement age become more pragmatic as seniority level increases). For lawyers with children, school fees at the higher salary levels are common. There tends to be more expenditure on personal items (clothing, beauty products) for junior lawyers.

Actual expenditure

	Less than £25,000	£25,000 to £40,000	£41,000 to £75,000	£76,000 to £120,000	£121,000+
Mortgage/Rent	£257	£412	£653	£1,038	£1,300
Investments/savings	£99	£257	£375	£756	£1,125
Loans/credit cards	£250	£358	£317	£200	£1,100
Utilities	£58	£96	£127	£150	£125
Car	£20	£137	£139	£113	£200
School fees	£0	£65	£48	£163	£1,300
Dining out	£67	£111	£116	£195	£125
Holidays	£20	£80	£198	£294	£125
Alcohol	£44	£52	£63	£76	£0
Sports	£5	£34	£77	£53	£0
Clothing	£38	£97	£109	£171	£125
Beauty products/services	£15	£172	£18	£41	£0
Other	£28	£109	£259	£378	£750

Does your level of expenditure always increase as your salary increases	>£25,000k	£25,000 to £40,000	£41,000 to £75,000	£76,000 to £120,000	£121,000+
Yes	81%	78%	74%	90%	50%
No	19%	22%	26%	10%	50%

Does your level of expenditure always increase as your salary increases
Yes	43%
No	57%

At what age do you plan to retire	Less than £25,000	£25,000 to £40,000	£41,000 to £75,000	£76,000 to £120,000	£121,000+
50 to 55	7%	3%	5%	0%	0%
55 to 60	43%	£65%	58%	56%	0%
60 to 65	36%	23%	29%	22%	100%
65+	14%	10%	7%	22%	0%