First of all, and as always, we begin by warmly thanking everyone who took the time to contribute to this year`s survey. We had another great response, led by members of the ILFM community and our relationships at Balance Recruitment across the UK. While the last 12 months have been anything but a stable ship for all of us, things have certainly gone much better than in the first year of the pandemic. Growth was back on the agenda for many law firms, alongside investments in financial transformation systems and projects. However, hiring staff has not been easy. Recruitment industry statistics have shown that intense supply and demand issues are being felt across the UK, with fierce competition to attract and retain staff leading to steep pay rises for many new and existing employees. The first section of our top-down legal guides on salaries and skills provides an overview of the most in-demand skills in the legal industry, current hiring processes, competition in the marketplace, and the most popular places where legal talent is currently looking for a job. We also analyse key competencies with feedback from our expert advisors. www.ilfm.org.uk/site/blog/ilfm-blog/salary-survey-2021 In addition to financial incentives, we can now provide more reliable insight into the hybrid work arrangements that apply to legal finance employees across the sector. Results from our 2020 salary survey, whose data reflects pre-pandemic agreements, showed that only 19% of respondents were working from home each week. That number has now risen to 81%, including 13% of respondents who can now work completely remotely. Although our lives have been turned upside down in recent weeks, we still had an excellent response to our members` annual salary survey.

Balance Recruitment has compiled the data and we hope it will prove useful when normal activities resume. If you would like to discuss salary data for your specific location in more detail, please contact Richard Hooper of Balance Recruitment on richardhooper@balancerecruitment.com. The past 12 months have had a huge impact on how companies approach legal talent acquisition. In addition to higher salaries, lawyers, both at home and in private practice, now expect flexible working to be the norm. To attract the best legal talent in 2022, companies need to act quickly and make compelling offers that match today`s market. To do this, they need up-to-date market data on wages, skills and trends. With this in mind, we have created two separate guides for the legal market, one for in-house counsel and the other for lawyers with their own practice. The objective of this survey is to provide an accurate salary benchmark for the different roles that make up the accounting teams of law firms across the country, taking into account regional differences and firm size (Large = 50+ partners, Medium = 15-49 partners and Small = less than 15 partners). and assess employees` intentions to stay with their current employer for the coming year. With a severe shortage of experienced candidates and high demand, the legal hiring landscape remains incredibly challenging.

To help you succeed in a challenging market, our latest report breaks down average salaries for the most in-demand roles, regional demand, and market trends. In addition, we provide an exclusive insight into the importance of hybrid work in the legal field. These bandolations can be modified and can only be used as an indication. IMPORTANT: By providing your email address, you agree to our Terms and Conditions. Your data will be processed in accordance with the privacy policy. Michael Page International`s terms and conditions apply. Please click here to view our complaints procedure. As always, we will begin by warmly thanking everyone who took the time to contribute to our latest salary survey. Once again, we received an excellent response from the combined networks of ILFM and Balance Recruitment. This year`s results are clearly delivered at a time of great uncertainty for all of us, but we hope that the data will provide useful insights for the year ahead. The reports are both divided into two areas of intervention: although we recognize that things have changed and will continue to change; And we want to be sensitive to the uncertain situations that many people will face. However, we thought we should share the data that many of you have kindly contributed.

View and download the full results here. *These are paid at the £/$ exchange rate and are therefore subject to fluctuations.