Remote Work in Legal: Balancing Flexibility and Connection
We no longer need to ask whether remote work works — 2020 proved it for all of us.
The real question today is: how much remote work is healthy for legal teams?
In our daily conversations, we hear the same recurring tension: candidates often want more remote days, while companies prefer more time together in the office.
What candidates want
For many legal professionals, especially young talent and those with a long commute, working from home is no longer a perk, it’s a baseline expectation.
The benefits are clear:
- Greater focus
- Time savings by avoiding commuting
- Better work-life balance
Some even say they’d prefer to work from home 3 to 4 days a week, whenever the nature of the work allows.
For legal teams with tight budgets or under high pressure, AI can be a powerful assistant. It boosts efficiency, reduces costs, and allows legal professionals to focus more on strategic and human-centered advice—something that (for now) machines cannot replace.
What companies need
On the other hand, many organisations, while wanting to be flexible, still prefer more in-person presence. Not out of distrust, but because collaboration often works better face-to-face.
Anyone who has tried to finalise a complex contract over email knows:
📩 Sending an email and waiting is passive.
💬 Sitting down together is active, faster, and usually produces better results.
Companies also see that in-person work:
- Strengthens team cohesion
- Enables faster, spontaneous decision-making
- Builds stronger connection with the organisation
And that last point matters: legal professionals who work almost entirely remotely often feel less connected to their team and the company over time.
Finding the balance
The reality? 100% remote is rarely ideal.
Too much time away from the office can lead to:
- Less informal knowledge sharing
- Slower turnaround times on cases
- Reduced engagement
At the same time, 100% office-based roles are no longer attractive to many legal professionals.
The key lies in a hybrid model with clear agreements:
- Fixed office days per team/function
- Strategic face-to-face moments for complex or high-stakes matters
- Remote work reserved for focus days, deep legal analysis, or drafting work
Our advice to both clients and candidates
Remote work is valuable — but it should never be the goal in itself.
The work and the collaboration should come first. Candidates who are open to balancing home and office work are more likely to find a great fit.
Companies that remain flexible while actively investing in connection will gain both talent and productivity.
💡 Are you a legal professional looking for an employer who offers the right balance?
💡 Or a company seeking legal talent that fits your preferred working model?
Contact Legal Staffing Experts, we find the right match, with the right working arrangements.
📞 www.legalstaffingexperts.be
✉️ info@legalstaffingexperts.be
