The Quiet Quitting Trend Hits BigLaw: What Firms Are Doing to Retain Talent

The "quiet quitting" phenomenon—where employees disengage without formally resigning—has swept through industries worldwide, and BigLaw is no exception. In 2025, law firms are grappling with the challenge of retaining talent in an environment where burnout and disengagement are increasingly common.

This article explores how quiet quitting is affecting the legal industry, what firms are doing to address it, and what candidates should look for in a supportive workplace.

What Is Quiet Quitting?

Quiet quitting refers to a phenomenon where employees mentally check out of their jobs, doing the bare minimum required to avoid being fired. While they may not formally resign, their disengagement can have a significant impact on productivity and morale.

According to a 2024 survey by Gallup, 59% of employees across industries report feeling disengaged at work, with burnout being a leading cause. In the legal profession, where long hours and high stress are the norm, the numbers are even more alarming. A 2024 report by the American Bar Association found that 70% of associates report experiencing burnout, and 40% say they have considered leaving the profession altogether.

How Quiet Quitting Is Affecting BigLaw

Quiet quitting is particularly challenging for law firms, where high levels of engagement and collaboration are essential for success. Disengaged associates can lead to lower productivity, higher turnover, and a decline in client satisfaction.

To address this issue, firms are taking a variety of steps:

-Flexible Work Arrangements: Many firms are offering flexible work arrangements, including remote work and reduced hours, to help associates achieve a better work-life balance. For example, Kirkland & Ellis has introduced a "flexible core hours" policy, allowing associates to choose when they work as long as they meet billable hour requirements.

-Mental Health Initiatives: Firms are investing in mental health programs, including access to counseling, wellness stipends, and mindfulness training. Latham & Watkins, for instance, offers a $1,000 annual wellness stipend and free access to the Calm app for all employees.

-Career Development: Some firms are offering career development programs to help associates build skills and advance their careers, reducing feelings of stagnation and disengagement. Skadden has launched a mentorship program that pairs junior associates with senior partners for career guidance.

What Candidates Should Look For

For law students and lateral candidates, the rise of quiet quitting underscores the importance of finding a firm that values well-being and engagement. Here’s what to look for:

-Supportive Culture: Pay attention to how firm leaders talk about mental health and work-life balance during interviews. For example, firms like Goodwin Procter have publicly committed to reducing burnout by capping billable hours for first-year associates.  

-Flexible Policies: Ask about the firm’s policies on remote work, flexible hours, and time off. Firms like Cooley have adopted "unlimited PTO" policies to encourage associates to take time off when needed.  

-Career Growth Opportunities: Look for firms that offer robust career development programs and opportunities for advancement. For instance, White & Case has a dedicated "Career Development Office" that provides personalized coaching and training for associates.

The Road Ahead

As the legal industry continues to grapple with the challenges of quiet quitting, one thing is clear: firms that prioritize well-being and engagement will have a competitive edge in attracting and retaining top talent.

For candidates, the key is to find a firm that values not just your skills, but your health and happiness as well.