JDJournal proudly highlights the release of BCG Attorney Search’s latest report, “Remote Work in Law Firms 2025–2026”, a comprehensive analysis that uncovers how leading U.S. law firms are redefining remote and hybrid work policies. This essential study examines attorney flexibility, transparency, and evolving workplace trends—critical information for both law firm leaders and legal professionals navigating today’s competitive environment.

Learn more from this report: Remote Work in Law Firms 2025-2026

Evolving Work Models in the Legal Industry

Remote work, once a pandemic-era necessity, has now evolved into a defining feature of law firm culture. The report reveals that 68% of major firms now operate under a four-day office attendance model, while 12% require full five-day office presence, a number steadily decreasing. Only 8% of firms offer full remote or “work-from-anywhere” arrangements, underscoring that while flexibility is valued, full autonomy remains rare.

However, the report exposes a transparency gap—with 73% of firms providing vague or incomplete information about their remote policies. In many cases, attorneys discover that firm culture, client expectations, or partner preferences quietly override official rules. Nearly nine out of ten associates report that unwritten expectations significantly influence day-to-day flexibility.

Firms Leading and Lagging in Remote Adaptation

The study ranks firms based on clarity, consistency, and openness regarding remote work. Leaders like Quinn Emanuel, Husch Blackwell, and Fisher Phillips are recognized for transparent, employee-friendly policies that align with modern work expectations. In contrast, traditional firms such as Sullivan & Cromwell, Cravath, and Wachtell Lipton remain among the most rigid, enforcing strict in-office mandates and limited flexibility.

Key Takeaways for Attorneys and Candidates

BCG’s “Remote Work Playbook” offers valuable strategies for navigating law firm interviews and policy evaluations. Attorneys are encouraged to:

• Decode firm language: Terms like “flexible arrangements” often signal genuine openness, while “mentorship-focused” may imply stricter attendance.
• Ask specific questions: Clarify in-office expectations, technology support, and flexibility for remote collaboration.
• Document agreements: Ensure any remote work arrangement is formalized in writing to avoid future disputes.
• Watch for red flags: Vague answers or policy inconsistencies are common indicators of a restrictive environment.

The Future Outlook: 2025–2026 and Beyond

The report forecasts that the four-day hybrid model will dominate by 2026, potentially adopted by three-quarters of major firms. The focus will shift toward performance-driven flexibility, leveraging technology to measure output rather than presence. Additionally, as Gen Z attorneys rise through the ranks, firms may feel stronger pressure to adapt policies to attract and retain emerging talent.

Final Thoughts

JDJournal encourages legal professionals to explore the full BCG report to better understand the direction of remote work in the legal industry. Whether you’re a managing partner refining firm policy or an associate seeking career flexibility, this data-driven resource provides the insights needed to thrive in the modern legal landscape.

Learn more from this report: Remote Work in Law Firms 2025-2026