Remote work is no longer a perk – it’s the expectation. According to recent industry reports, 82% of law firms now offer some level of remote work. But a crucial question remains: does remote access really give attorneys more flexibility?
For many, the answer is no. When “flexibility” via remote capabilities is applied as a surface-level fix rather than a structural shift, attorneys experience flexibility fatigue.
Flexibility fatigue sets in when highly capable attorneys (those with substantial experience and a lot of responsibility) realize they still lack real control over how they work. Consider a remote-first firm where partner-level attorneys are required to work 10+ hour days, every keystroke is tracked, and being offline for part of the day is grounds for termination. That’s not flexibility or autonomy. That’s micromanagement via Wi-Fi… and it’s more common than you might think.
What Remote Law Firms Get Wrong About Flexibility
Remote ≠ flexible. Just because an attorney is working from home doesn’t mean they’re working with freedom. In fact, rigid schedules, top-down control, and digital surveillance have replaced in-office pressure with online pressure.
In our earlier article about modern law firms, we discuss how 82% of law firms report some level of remote work. However, 61% of firms still mandate in-office time, creating a type of performative flexibility that conflicts with what attorneys want and what they actually receive.
Let’s break down what performative flexibility often looks like:
- Clocking in from home
A firm may claim there’s no set schedule yet require all-hands calls at 8:00 a.m. and 6:00 p.m. every day. That’s not flexibility; it’s structured office culture in disguise.
- Mandated hours that ignore real life
Partner-level attorneys should be able to align their schedule with the rhythm of their life and client work. At truly modern law firms, attorneys may slow down during the summer when clients are on holiday, then pick back up in the fall. This ebb and flow isn’t about doing less. It’s about working smarter and building a sustainable legal practice.
- Punishing autonomy instead of promoting it
At some firms, even high-performing attorneys are terminated for so-called infractions like using a mouse jiggler or having fewer keystrokes per hour. This kind of tech monitoring ignores how attorneys actually work: reviewing physical documents, strategizing offline, or speaking with clients by phone.
- Burnout disguised as opportunity
Firms may promise autonomy while quietly pushing unsustainable caseloads or unreasonable billing expectations. (Related: How to Recognize the Signs of Lawyer Burnout)
- No say in clients or casework
In some firms, attorneys are shuffled from matter to matter without warning. After investing months of effort into a case, they may find it reassigned with no explanation, no input, and no regard for continuity.
The unifying thread? A lack of trust and a lack of true autonomy.
The Hidden Costs of Faux Flexibility
When attorneys are expected to operate with high responsibility but zero authority, the result is a slow drain on morale and well-being, which can lead to an attorney leaving their law firm or the practice of law altogether.
- Mental fatigue: Attorneys are “always on,” but never in control. They’re carrying the weight of the work but have no ability to direct how it gets done.
- Professional chaos: Disorganized internal systems and constant restructuring lead to a lack of continuity along with a high risk of attrition. After being reassigned multiple times, micromanaged, and lawyer burnout. Attorneys will leave their firm despite the “flexibility” their firm offers via remote capabilities.
- Limited growth: When flexibility is performative, it prevents attorneys from creating the kind of long-term, sustainable practice that leads to both personal and professional growth.
Is Your Law Firm’s “Flexibility” the Real Deal or Just a Buzzword?
Before you accept “flexibility” at face value, here are some questions to ask yourself (or your next law firm):
- How much control do I actually have over my daily schedule? Am I able to shift my routine based on client needs, family responsibilities, or personal goals?
- What happens when life circumstances change – like a slower summer season or back-to-school chaos? Can I adapt my pace without penalty?
- Do I choose the clients I work with and the colleagues I collaborate with, or are those decisions made for me?
- How is my performance measured? How does the firm track the quality of my service? Is there a minimum number of hours (billable or screentime) that I must complete each month?
- How does the firm’s structure support flexibility?
- Can I work remotely, in an office, or hybrid – based on what works for me and my clients?
- Does the firm trust me to manage my work? How does the firm exemplify this trust?
Real flexibility empowers attorneys to build sustainable, fulfilling careers that grow with them. If your answers raised more concerns than confidence, it may be time to consider a better law firm model.
At Practus, flexibility doesn’t mask dysfunction; it empowers performance. See if Practus is a good fit for you here.
