The Urgent Case for Unionizing Associates in biglaw

As discussions around the future of legal practice intensify, the idea of establishing a union for associates in biglaw is emerging as a significant topic of debate. While unionization is not a new concept, its potential to effect meaningful change in the current climate warrants serious consideration. Below, I outline several compelling reasons for why unionizing could benefit associates, while acknowledging that challenges exist too.

1. Navigating the Current Rule of Law Crisis

The legal profession, particularly within biglaw, is currently undergoing an intense stress test. Some firms appear to be yielding to pressures that undermine democratic principles in a bid for self-preservation. Meanwhile, others are seizing this moment as an opportunity for competitive advantage through aggressive talent poaching. These approaches may be short-sighted and could benefit from a collective response. A union could encourage firms to adopt more comprehensive and collaborative solutions that prioritize the long-term integrity of the legal profession.

2. Advocating for Fair Workload and Compensation

Long hours are the norm for many associates, with some clocking in at over 80 hours a week under stringent billable hour expectations. Although we may enjoy higher salaries compared to many other fields, the compensation for associates has not kept up with the financial rewards enjoyed by partners. A union could advocate for more reasonable workload expectations, equitable pay structures, and meaningful protections against burnout.

3. Ensuring Transparency in Compensation and Bonuses

While salaries in biglaw may be notably high, the criteria for bonuses and raises can often appear opaque and arbitrarily decided. A union could push for clear, standardized compensation models and advocate for fair allocation of bonuses, ensuring that all associates are rewarded equitably.

4. Addressing Job Security Amid Technological Advancements

The instability of employment in biglaw—exacerbated by economic downturns and advances in technology—poses a significant threat to associates. With the rise of AI and legal tech, the fear of layoffs looms larger. A union could offer protections against arbitrary dismissals, secure fair severance packages for those affected, and provide associates with a voice in how these technologies are implemented within firms.

5. Prioritizing Mental Health and Well-Being

The demanding culture of biglaw often takes a severe toll on mental health. Unfortunately, support from firms in this area is typically minimal. A union could advocate for essential mental health resources, including mandatory mental health days