2025–2026 Partner Compensation Analysis Reveals Striking Gaps Between Midsize and Small Law Firms

October 13, 2025

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2025–2026 Partner Compensation Analysis Reveals Striking Gaps Between Midsize and Small Law Firms

JDJournal is highlighting the latest findings from BCG Attorney Search’s “Midsize vs Small Law Firm Partner Compensation: Complete Firm Size Analysis 2025–2026.” The comprehensive study unveils major compensation differences among small, midsize, and boutique law firms, offering a clear look at how firm size continues to shape partner earnings and growth opportunities.

According to the new report, firm size remains one of the strongest indicators of partner compensation in today’s evolving legal landscape. Midsize firms—those with roughly 50 to 200 attorneys—show significant earning potential compared to smaller firms. Equity partners in midsize firms report median pay around $633,000, while non-equity partners earn about $275,000, with median bonuses reaching $25,000.

By contrast, partners in small firms, typically with fewer than 100 lawyers, earn lower averages. Equity partners make roughly $387,000, while non-equity partners bring in about $205,000, though bonus structures can be higher and more flexible, averaging $50,000.

The report also notes that solo practitioners exhibit the widest income range. Approximately one-third of solo lawyers earn $250,000 or more annually, and in lucrative practice areas like personal injury, nearly 60% report incomes exceeding $500,000. However, for solos in areas like trusts, estates, or general practice, income tends to be substantially lower due to limited scalability and rate constraints.

Boutique firms—with 10 to 50 attorneys—stand out as high performers. Specializing in niche, high-value areas such as intellectual property, white-collar defense, or securities litigation, these firms can rival or surpass the compensation levels of larger firms. Some elite boutiques report partner earnings ranging from $500,000 to over $2 million, driven by specialization, client loyalty, and lean operational models.

The analysis also highlights regional and practice-area variations. Partners in major markets like New York, California, and Washington, D.C., often command the highest compensation, especially in sectors such as technology, private equity, healthcare, and energy.

Compensation models differ sharply by firm size. Smaller firms still rely heavily on “eat-what-you-kill” systems, which reward individual rainmaking. Midsize firms are increasingly adopting hybrid or formula-based approaches that balance collaboration with merit. Larger firms lean toward formulaic models tied to performance metrics, emphasizing transparency and long-term equity.

BCG’s report concludes that strategic positioning and specialization—not just firm size—drive compensation growth. Solos and small firms can increase earnings through targeted practice areas, client development, and operational efficiency. Midsize firms should focus on formalized performance systems and strategic lateral recruitment to stay competitive.

As the legal market adapts to economic shifts and technological transformation, understanding these compensation trends will be vital for law firm leaders planning for 2025–2026.