I thought it was time for a bit of a market update as we head into the final part of 2026.
If you read the wider employment headlines, you could be forgiven for thinking there isn’t much happening. UK vacancies have fallen to 702,000, down 4.9% over the year, and businesses generally seem to be taking a more cautious approach to recruitment.
But from where I’m sitting, the legal jobs market feels steady rather than stalled.
This month: Has the Legal Career Market Stalled?
Firms are recruiting, but I think they are being more considered about it. Where they need someone, they really need someone. They are analysing what the team needs, what level they need and whether there is a genuine business case before adding headcount.
I’m not sure that’s a bad thing.
It means we are perhaps seeing fewer speculative hires and less recruitment for recruitment’s sake. But there are still some very good opportunities for people who are considering a move for the right reasons, and even on a speculative basis for senior people.
What am I seeing?
There seems to be a little more movement around employment and disputes, while some of the transactional areas feel quieter at the moment. I’m seeing fewer residential and commercial property vacancies than at some points over the last few years, although there are absolutely still firms recruiting in both.
The other clear trend is experience.
There are fewer NQ opportunities around at the moment and more demand for lawyers who can come in with a few years’ experience and take on a caseload relatively quickly.
That doesn’t mean NQs shouldn’t be looking, but I do think those approaching qualification need to be realistic about the market, start conversations early and think carefully about the experience they are building now.
Have salaries reached a bit of a ceiling?
This is something else I’ve been thinking about.
Legal salaries have risen considerably over the last few years and some firms are now paying extremely well. We may be reaching a point where other firms simply cannot tempt those lawyers away with another salary increase.
That isn’t to say salary doesn’t matter. There are still lawyers who are underpaid against the market, and if you know that you are one of them, it is definitely worth understanding what the current market rate is for your experience, location and specialism. Loyalty shouldn’t mean allowing your salary to fall significantly behind.
But once you are being paid fairly, or particularly generously, another few thousand pounds may not be enough on its own to make a move worthwhile.
And perhaps that’s no bad thing.
Because once salary stops being the main differentiator, firms have to think much more carefully about why somebody would actually want to work for them.
Hybrid and flexible working remain important. So do the people you work with, the quality of management, realistic workloads, investment in technology, training, progression and simply creating a working environment people enjoy being part of.
I see this repeatedly in conversations with lawyers. Money matters, of course it does. But there is a difference between moving because you are genuinely underpaid and moving from an already good salary simply because somebody offers another £5,000.
For some people that extra money will absolutely be worth it. For others, flexibility, progression, better management, more interesting work or simply being happier day to day will have far greater value.
Equally, firms doing things particularly well can be very attractive even when they aren’t the highest payer in the market.
A good market for thoughtful career moves
Overall, I’m actually quite happy with where the market is.
It isn’t frantic. There isn’t a vacancy around every corner and opportunities vary considerably by practice area and experience level.
But there are options.
And perhaps a slightly more measured market encourages better career decisions. It gives you a reason to look properly at what you want from the next few years of your career.
Are you still learning? Is there progression ahead of you? Do you like the people you work with? Are you being supported? Does the firm’s approach to flexibility work for your life? Are they investing in their people and technology? And, of course, are you being paid fairly for the experience and value you bring?
For firms, I think the same applies. If you are going to recruit, be clear about why you need someone and why they should choose you.
For lawyers, don’t move for the sake of moving. But equally, don’t assume that a quieter national jobs market means there aren’t good opportunities out there.
There are.
