The Benefits of Hybrid Working

During the height of the pandemic, remote working became the way forward for most businesses, something that was pretty much unheard of before Covid struck.

As time progressed and the pandemic restrictions started to ease, employees were asked to return to the office. A new norm was created, seeing employees divide their weeks between their desk at home and their desk at work.

While remote working was first brought in to help prevent the spread of Covid-19, many companies have adapted to a hybrid working model, despite restrictions now being lifted. Now ‘hybrid working’ is widespread, what does it mean for the future of work and what are its benefits within the legal industry?

Employees and Employers Save Money

With fewer people in the physical office, law firms can save money on expensive real estate and, in many cases, feel assured that worker productivity is high as everyone will experience improved wellbeing. Employees will also find themselves saving money overall. Hybrid working gives Lawyers improved financial flexibility as they no longer need to pay for expenses such as travel and lunches.

Connectivity

A common misconception is that flexible working means no one is in the same place at the same time or that the clients’ expectations cannot be met. However, with the continuous improvement of video technology, this is no longer the case. In fact, hybrid working has shown itself to be a way forward for law firms to gain a wider scope of clients, dedicate more time to existing ones and to be able to deliver everyone a truly global service.

Wider Outreach and Diversity

Hybrid working opens the legal industry up to a wider range of employees. People who have previously been put off by certain job roles due to difficulties traveling into an office every day can now enter a successful and fulfilling law career. Law firms are now also able to hire candidates who are a perfect fit for open roles who would usually have been further afield.

This is critical for perception of the legal industry and its diversity. For example, there is a long standing issue of the loss of women Lawyers, who do not return to their career after having children. Hybrid learning opportunities allow for the flexibility of full careers whilst raising children, resulting in greater gender diversity, especially at Partner and senior level.

Now law firms don’t need to choose the candidate with the most available time. Instead, they can pick the most skilled person to fulfil a role. Offering flexible working options such as remote or hybrid working opens the doors for many more potential Lawyers.