Retention vs Replacement: What NW Law Firms Are Getting Wrong
Overview:
North West law firms talk a lot about retention vs replacement yet many still experience high turnover in their legal support teams. The issue isn’t just the market. It’s often the approach.
Here’s what firms are getting wrong:
1. Focusing on Perks Instead of Workload
Free coffee and wellbeing days don’t make up for chronic overwork. In many NW firms, legal secretaries, PAs and paralegals are stretched thin and stretched people leave. Fixing workload beats adding perks every time.
2. Limited Career Pathways
Support roles often feel like dead ends.
Without clear progression routes senior admin, legal PA pathways, fee-earner support specialisms talented staff move elsewhere.
3. Inconsistent Hybrid Policies
Some teams offer flexibility, others don’t.
Some managers encourage home working, others resist it. This inconsistency creates frustration and turnover.
4. Slow Replacements Increase Turnover Further
When someone leaves and their workload gets dumped on the rest of the team, it creates the next resignation. It’s a domino effect that many firms unintentionally trigger.
5. Not Using Contingency to Relieve Pressure Early
A simple contingent hire during a period of strain can stabilise the team and prevent burnout.
Retention Isn’t Just About Keeping People. It’s About Stopping the Leaks
Fix the structural issues, use contingency to support teams when needed, and turnover drops rapidly.
About Us
At HST Hiring Group we help NW firms stabilise support teams through fast, strategic contingent hiring.
About The HST Group
We find the best talent, across all sectors
Hiring well is simply a process, which can span a whole range of sectors. This winning process is one we like to think we’re very good at!
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We have an excellent track record
We’re incredibly proud of our track record, and the fact that 80% of our clients are repeat or ongoing customers!