2013/2014 salary & employment insights - hudson uk salary & employment insights ... salary...

2013 Salary & employment inSightS 1

2013/2014 Salary &employmentinSightS

2013 Salary & employment inSightS

”

LONDON & THE SOUTH

2013 SALARY & EMPLOYMENT INSIGHTS22

Salary flexibility certainly seems to be part of “the new normal”. Whereas previously, associates moved through the lockstep, firms

are attempting to adopt, as far as possible, a merit based system, especially in relation to those with over 3 years post qualification

experience (PQE) … Firms are increasingly adopting performance criteria and set competencies, as part of the formal appraisal

system, to promote high performing associates … whilst not having to incur increased costs on those who are steady performers.


our offices

Foreword

about hudson legal

Salary tables

contentS

UK overview

achieve more with less

london & the South - private practice

london & the South - in-house

english regions - private practice & in-house

Scotland - private practice & in-house

Workplaces remain under stress

rewarding high performance is a business priority

employees are looking for well-rounded packages

achieving a benefit balance

growth is predicted

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6

6

6

8

8

9

10

11

12

16

34

40

44

2013 Salary & employment inSightS4

UK OVERVIEW

The challenging market conditions faced by UK businesses in recent years show little signs of easing and businesses are being encouraged to adapt to these conditions. Over the next 12 months, UK organisations need to equip themselves with the people they need to move through the next phase of their economic cycles. Never before has it been more vital and

their expectations.

To ensure we have a complete understanding of how organisations feel about the upcoming year, we surveyed employers and employees to ascertain what impact the challenging economic environment is having on businesses. We looked at its effect on work practices, compensation and

loyalty and job seeking behaviour.

The survey revealed that workplaces are under stress and employees are expected to shoulder more responsibility. When asked what happens when a member of staff leaves, both employers and employees agreed that less than a quarter of roles were replaced and when a colleague is not replaced, 72% of employers and 79% of employees said, the additional workload was distributed amongst the remaining team.

EMPLOYERS VIEW:WHEN THINKING ABOUT THE LAST FEW ROLES THAT HAVEN’T BEEN REPLACED

IN YOUR TEAM, PREDOMINANTLY WHAT HAPPENS TO THE WORK?

72%

WORKLOAD REDISTRIBU

TED

ONLY

24% OF ROLES ARE

ALWAYS REPLACED

WORKLOAD REDISTRIBUTED

ABSORBED BY MANAGER

CONTINUED BY CONTRACTOR

DISCONTINUED

OUTSOURCED

OTHER

72%

9%

5%

5%

1%

8%

Welcome to the legal Salary & employment insights for 2013. We will give you an overview of all our UK results before focusing in more depth on the legal market. as your trusted advisor, we take pride in our comprehensive understanding of the recruitment business and factors affecting it including the expectations of organisations and their people.


UK OVERVIEW

35%

65%

EM

PLOYEES

EM

PLO

YERS

29%

71%

SCOTLAND

45% 55%44% 56%

EM

PLOYEES

E

MP

LO

YERS

MIDLANDS

56% 44%47% 53%

31%

69%

EM

PLOYEES

EM

PLO

YERS

58%

42%

EM

PLO

YEES

E

MP

LOY

ER

S NORTH

71% 29%53% 47%

37%

63%

EM

PLOYEES

EM

PLO

YERS

SOUTH

51% 49%49% 51%

2013 SURVEY RESPONDENT DEMOGRAPHICS

In addition to this employees are working longer hours with 43% saying they work over 40 hours a week and 25% saying that their hours have increased in the past 12 months. Nevertheless, people are optimistic about the year ahead with 52% reporting

With over three quarters of employees surveyed categorising themselves as passively or actively seeking a new role,

packages to attract and retain the best talent. The survey

are seeking and what is being offered by the market.

advantage in 2013.

In spite of the current economic challenges, employers are prophesying encouraging movements for the coming 12

potential for growth within their organisations and over a third are predicting head count increases in 2013. Rewarding high

reward is back on the table with 72% expecting an increase in salary budgets and nearly half intend to award bonuses in 2013.

Read on to see the full results of our UK and sector wide Salary & Employment Insights survey, as well as proposed salaries and recruitment trends for Legal for 2013

MethodologyThe salary survey was conducted over a three week period in January 2013, in which Hudson surveyed employers and employees online. In-house recruitment specialists and managing directors were surveyed for the purpose of gaining

Current salary information was derived from Hudson’s internal database and quality checked against survey data.

LONDON

53% 47%63% 37%


Continued pressure on budgets has meant that only 24% of employers are always replacing roles if a member of the team leaves. In cases where the roles are not replaced, 72% of employers distribute the work amongst the remaining team members, with only 5% employing a contractor and 9% absorbing the extra workload themselves.

Nearly half of employees said they are more stressed at

similar trend in morale levels with 48% saying they are more pessimistic than 12 months ago.

Over three quarters of surveyed employees are actively (40%) or passively (36%) seeking new jobs. Of those surveyed, 57% anticipate changing jobs within 12 months.

Levels of employee engagement at work are almost a perfect three way split between more engaged, less

that 62% are reported as saying that they would recommend their employer.

Rewarding high performance is a business priority While employees are expected to shoulder more responsibility, greater workloads and are working longer hours, the majority of employers appear to be acknowledging this by awarding pay rises.

Most employers (72%) awarded pay rises in the last 12 months and seven in ten anticipate a further increase at the next salary review. The majority (59%) also indicated that modest pay increases of 1-5% were likely to be awarded in 2013.

Interestingly, just over a third of employees believe an increase in salary is warranted in 2013 because their skills and experience are in high demand outside the organisation.

64%REPORT GREATER PRESSURE ON BUDGETS

64%

55%55%SAW AN INCREASE IN EMPLOYEE WORKLOAD

54%FACE MORE STRINGENT HEADCOUNT APPROVALS

54%

42%42%HAVE SEEN REDUNDANCIES IN THE PAST 12 MONTHS

33%EXPERIENCED HIRING FREEZES

33%

23%USED MORE STRINGENT ASSESSMENT PROCESSES

23%

HOW ARE CHALLENGING MARKET CONDITIONS IMPACTING BUSINESSES?

recent months have been defined by talk of economic uncertainty and the picture is still evolving. although the Bank of england has forecast growth to be greater than 1%, we still have a eurozone outlook that remains troubled. it’s not surprising that economic uncertainty has caused many businesses to make contingency plans.

Whilst the general outlook for the economy is a cautious one, the outlook for business growth and employment is predicted to gradually improve across the UK in 2013. Although the first quarter of this year saw a decline in business investment growth, the British Chambers of Commerce (BCC) predicts business investment will grow by 1.8% this year and 5.3% in 2014.This investment will likely help stimulate growth in the labour market leading to the creation of new jobs. Earlier this year the BCC also raised its UK GDP growth forecast to 0.9% for 2013, 1.9% in 2014 and 2.4% in 2015.

The future of the UK economy remains unclear. To succeed businesses must remain agile, adapt to a slow growth environment and respond to evolving economic conditions.

Workplaces remain under stressThe demanding economic environment looks set to have acontinued effect on workplaces with two thirds of employersbelieving their businesses will face tougher marketconditions in 2013.

Of those surveyed, 42% reported redundancies in thepast 12 months, while 64% reported greater pressures onbudgets, 55% observed increases in employee workload and54% faced more stringent headcount approvals. It’s not only employers that are under pressure in this difficult business environment; 1 in 4 employees report an increase in their working hours and 43% now work more than 40 hours per week.


Continued pressure on budgets has meant that only 24% of employers are always replacing roles if a member of the team leaves. In cases where the roles are not replaced, 72% of employers distribute the work amongst the remaining team members, with only 5% employing a contractor and 9% absorbing the extra workload themselves.

Nearly half of employees said they are more stressed at

similar trend in morale levels with 48% saying they are more pessimistic than 12 months ago.

Over three quarters of surveyed employees are actively (40%) or passively (36%) seeking new jobs. Of those surveyed, 57% anticipate changing jobs within 12 months.

Levels of employee engagement at work are almost a perfect three way split between more engaged, less

that 62% are reported as saying that they would recommend their employer.

Rewarding high performance is a business priority While employees are expected to shoulder more responsibility, greater workloads and are working longer hours, the majority of employers appear to be acknowledging this by awarding pay rises.

Most employers (72%) awarded pay rises in the last 12 months and seven in ten anticipate a further increase at the next salary review. The majority (59%) also indicated that modest pay increases of 1-5% were likely to be awarded in 2013.

Interestingly, just over a third of employees believe an increase in salary is warranted in 2013 because their skills and experience are in high demand outside the organisation.

64%REPORT GREATER PRESSURE ON BUDGETS

64%

55%55%SAW AN INCREASE IN EMPLOYEE WORKLOAD

54%FACE MORE STRINGENT HEADCOUNT APPROVALS

54%

42%42%HAVE SEEN REDUNDANCIES IN THE PAST 12 MONTHS

33%EXPERIENCED HIRING FREEZES

33%

23%USED MORE STRINGENT ASSESSMENT PROCESSES

23%

HOW ARE CHALLENGING MARKET CONDITIONS IMPACTING BUSINESSES?

The main reasons businesses increased salaries were to retain high performers and ensure pay parity. Over half of the employers (53%) surveyed indicated they would reward high performers with pay rises and a third (34%) are willing to award a pay rise in order to keep up with movements in living costs.

Nearly half (49%) of employers indicated they were worried about losing staff and this concern may be warranted as 43% of employees felt they were inadequately rewarded for their increasing responsibility to the business.

Four in ten employees were awarded a bonus in 2012 and the majority of these equated to between 1-10% of their salary. Larger bonuses were not unheard of with 15% of those awarded being greater than 20% of salary.

Despite the tough environment 47% of employers plan to award bonuses in the next 12 months, with the majority indicating bonuses would be awarded based on either individual (68%) or company performance (67%). A further 26% indicated they were yet to decide whether they would award bonuses, which correlates with the uncertainty in the market.

To retain high performing staff

Maintain employee living standards

To reward contribution to the business

34%

31%

WHAT ARE EMPLOYERS’ MAIN REASONS FOR GIVING A PAY RISE AT THE MOMENT?

53%

To reward high level of performance

Staff are taking on new / greater responsibilities

Salaries for similar roles have increased

23%

22%

30%

The organisation is more profitable than last year

Staff overdue a rise / long time since last increase

20%

16%


Employees are looking for well-rounded packages It is not only employers that are feeling the effects of the economic turmoil; employees are all too aware of the on-going economic uncertainty and the effects it has on their lives. Many employees are valuing job security and progression opportunities and are less inclined to expect large salary or bonus packages.

When asked to rank important aspects when considering

preferences for increased salaries and a better work / life balance. The majority (85%) of employees rated more pay

of increase was modest, with 71% indicating an acceptable salary increase for external roles was less than 15%.

The second highest consideration was better work / life balance (74%) with 29% of employees ranking this as the number one reason they are attracted to a new opportunity.

In general, employees showed a tendency towards non-monetary based aspects when considering new jobs. When asked to pick from a list of 17 aspects they look for when changing jobs, 61% of employees picked a non-monetary based option as their number one option.

Company culture, convenient location and respected senior / managerial staff were all cited as factors in

that choose to focus their attention on a combination of base

attractive to prospective employees.

Achieving a benefit balance With budget squeezes becoming an all too common commercial reality, businesses are showing a commitment to

important to get it right – 1 in 5 employees indicated a level

appears to be some disparity between what is offered and what is attractive to employees.

Employers would be advised to look to adopt a range of

employers are contributory pension plan (72%), bonus and

However, with the government NEST pension scheme being rolled out over the next few years, companies will no longer

see a shift here.

most attractive to them, 86% placed bonus and recognition in

and contributory pension plan (54%). Those least preferred included child care and paid maternity / paternity leave.

TOP 10 REASONS EMPLOYEES ARE ATTRACTED TO JOB OPPORTUNITIES*

EMPLOYEES RATED THIS IN THEIR TOP 5 BENEFITS

BUT ONLY 49% OF EMPLOYERS OFFER THIS* Employees were asked to select their top 5

“FLEXIBLE WORKING OPPORTUNITIES”

65%

Better salary

Work/life balance

Convenient location

74%

61%

85%

Extra benefits

Cultural fit

Good company reputation

37%

37%

37%

Promotion opportunities

Respected leadership

37%

33%

Appealing industry

Greater responsibility

27%

21%


Growth is predicted Despite the current economic uncertainty, 48% of employers stated that they believe their department has growth potential in 2013. This growth is expected to manifest in a number of different ways. One third of employers believe their departments will see an increase in headcount in the next

twelve months, while 44% expect headcounts to remain stagnant. 19% of employers reported an expected decline

expectation last year.

Bonus & recognition

Pension plan - contributory

Pension plan - non-contributory

Living / travel allowances

Increased annual leave

Flexible working arrangements

Company car / car allowances

Gym membership

Child care

Paid maternity leave

Paid paternity leave

* Employers were asked to select all that apply ** Employees were asked to select their top 5

67% 86%

54% 39%

72% 54%

19% 35%

43% 34%

10% 22%

42% 48%

49% 65%

31% 33%

15% 14%

19% 10%

39% 10%

28% 10%

BENEFIT Offered by Employers* Most attractive benefits for Employees** Summary

WHAT BENEFITS ARE EMPLOYERS OFFERING COMPARED TO THE BENEFITS EMPLOYEES ARE LOOKING FOR?

The general outlook for 2013/2014 is one of cautious optimism. Businesses are reporting expected growth but the commercial reality could be that employees will shoulder even greater responsibilities, as businesses strive to achieve this under the pressure of already tight budgets.

Employees are taking on more responsibility and working longer hours, resulting in increased workplace stress and pessimism which could explain the large number of employees looking to move on in 2013/2014.

Employees feel they are not being adequately rewarded for increased workload and responsibilities, and want greater rewards. With pressure on remuneration budgets, businesses should increase their focus on non-monetary benefits as a way of retaining and incentivising staff.

Stable jobs with flexible benefits are a key priority for employees rather than ever-increasing salaries. Results indicate that non-monetary benefits alone are enough to sway job seekers’ decisions. Employers who focus their attention on a combination of base salaries and tailored benefit packages are likely to be more attractive to prospective employees.


after five years of uncertainty in the legal and finan-cial markets following the crash, a level of confidence, if not certainty, seems to have returned. profitability in the corporate sector, with the majority of law firms is back in positive territory. growth expectations vary, but generally speaking 2013 has become a hiring market. There is a sense that many corporates have re-assessed their requirements for legal services and have concluded that the most cost efficient method of delivery is to enhance their in- house capability. Obviously real growth is sector specific and pharma, life sciences, energy and financial institutions are leading the way. In private practice the US firms have continued to prosper with the Magic Circle being solid, if not spectacular. The Silver Circle, especially those involved in new international collabo-rations/mergers, have great but somewhat risky ambitions. The result of this has been uneven recruitment with narrow PQE ranges in specific areas becoming the norm. Some firms, determined not to miss out, have decided to increase headcount in certain areas in anticipation of increasing de-mand.

The overall health assessment of the UK legal market may be said to be returning to health after surviving a life-threatening experience and is probably better placed to experience selec-tive growth in the next few years, than many had anticipated only a year ago.

Internationally, Germany continues to motor ahead; Dubai is more robust than Abu Dhabi, whilst the market in Qatar is saturated. The legal market in Moscow on the other hand remains desirable. Singapore is consolidating its new inter-national status but most eyes are looking at China, Korea, Indonesia, and Vietnam and, after quite a while, Japan.

Contact:Martin PiersHead of EMEA, Hudson [email protected] +44 (0) 20 7187 6690

ForeWordBy martin pierS, head oF emea hUdSon legal


hudson is a global talent solutions company with ex-pertise in leadership and specialised recruitment, con-tracting solutions, recruitment process outsourcing, talent management, outplacement and e-discovery. our legal team helps clients to achieve greater organ-isational performance by assessing, recruiting, devel-oping and engaging the best and brightest people for their businesses.

We employ more than 2,000 professionals who service clients and candidates in 22 countries. Our recruitment team spans four continents, giving us a broad understanding of an ever changing global legal marketplace. Combining our global ca-pabilities with in-depth local market knowledge, we have been able to build strong and trusted relationships with a wide-rang-ing client base that includes small and medium enterprises (SMEs) and multinational companies.

The majority of our UK legal recruitment consultants are legally trained or qualified. Our lateral partner team in London is highly rated and works with many of the leading law firms. Our private practice team has vast experience recruiting for all sizes and types of firms, ranging from Magic Circle through to niche boutique firms. Our in-house team is segmented by sector to ensure depth of industry knowledge.

We work with our clients on a retained search, contingent, and temporary basis, and we have been responsible for broker-ing some of the most high profile moves in the City in recent years.

In conjunction with our talent management offering, we partner with our clients to select the right people, engage and retain talent, and develop and shape potential. Most impor-tantly, we create long lasting mutually beneficial relationships, so that you can be certain we have your future in mind when working with you.

We think this is a refreshing approach in a time when too many people are focused on short term transactions instead of long standing business relationships. At Hudson, clients come first, always. That is why we will never offer you a stan-dard service and insist on a personal local service but with a truly global reach.

aBoUt hUdSon legal

%

%

of legal employers believe their business

is facing tougher market conditions

compared to 66% uk average

When roles haven’t been replaced 69% of legal employers

surveyed said that the Work Was distributed

amongst the team

72

69


london & the SoUth private practice


Six years on from the onset of the financial crisis in 2007, the market seems to be accepting of “the new normal”. the world may never be what it was pre-cri-sis, but life marches on and there have been signifi-cant mergers, growth and developments in the legal market in the intervening years.

So, what is “the new normal”? For the time being, salary freezes seem to be a thing of the past and law firms are once again committed to being highly competitive in the war for talent. At the largest firms, pay rates are adjusting accord-ingly. Newly qualified salaries in the Magic Circle are typically moving ahead by around 2% (and this is continued through the bands), to sit anywhere between £61,500 and £65,000. Today, a newly qualified lawyer can earn up to £76,200 with the maximum bonus. US firms in London, as ever, continue to steal the headlines with their rates (in one case, starting at £103,000!). However, the mid-market, is not feeling the up-ward pressure on salaries, and associates are simply moving through the bands as before.

Salary flexibility certainly seems to be part of “the new normal”. Whereas previously, associates moved through the lockstep, firms are now attempting to adopt, a merit based system, especially in relation to those with over three years’ PQE. In a different lifetime, one could become a senior as-sociate just by ‘hanging around’ long enough. Nowadays firms are increasingly adopting performance criteria and set com-petencies, as part of a formal appraisal system. This allows firms to reward high performing associates through promotion, whilst not having to incur increased costs on those who are steady performers.

Contact:Milo O’ConnorDirector of Legal [email protected] +44 (0) 2071876131

london & the SoUth private practiceBy milo o’connor, director oF legal

%

%

of employees in legal are reported as being more negative but 62%

Would recommend their current employer

of legal employees stated they Work on

average 46-50 hours a Week, With 41% stating

their hours have increased over the last

12 months

55

45


permanent (£ per year)

magic circle minimum maximum average

nQ 61,500 65,000 62,000

1 year's pQe 68,000 72,000 69,000

2 years' pQe 74,000 80,000 76,000

3 years' pQe 84,500 90,000 86,000

4 years' pQe 90,000 98,000 92,000

5 years' pQe 95,000 110,000 100,000

6+ years' pQe 100,000 120,000 105,000

silver circle and london top tier

nQ 58,000 64,000 60,000

1 year's pQe 62,000 66,000 64,000

2 years' pQe 66,000 74,000 70,000

3 years' pQe 72,000 86,000 76,000

4 years' pQe 78,000 92,000 84,000

5 years' pQe 82,000 100,000 90,000

6+ years' pQe 86,000 110,000 95,000

West end and boutiQue

nQ 38,000 54,000 46,000

1 year's pQe 42,000 60,000 55,000

2 years' pQe 46,000 64,000 60,000

3 years' pQe 52,000 70,000 64,000

4 years' pQe 56,000 74,000 70,000

5 years' pQe 60,000 78,000 75,000

6+ years' pQe 65,000 82,000 78,000

london private practice

hoW mUch can i earn aS a laWyer With 5 yearS pQe in the magic circle in london?

min

:

£95

k

ave

rag

e:

£10

0k

ma

x:

£11

0k



us - mid West and mid atlantic minimum maximum average

nQ 65,000 80,000 70,000

1 year's pQe 70,000 86,000 80,000

2 years' pQe 75,000 92,000 85,000

3 years' pQe 84,000 104,000 95,000

4 years' pQe 90,000 115,000 105,000

5 years' pQe 95,000 125,000 115,000

6+ years' pQe 100,000 135,000 120,000

us - neW york and “White shoe”

nQ 80,000 103,000 91,000

1 year's pQe 90,000 110,000 95,000

2 years' pQe 95,000 115,000 105,000

3 years' pQe 105,000 125,000 115,000

4 years' pQe 115,000 140,000 125,000

5 years' pQe 125,000 150,000 135,000

6+ years' pQe 130,000 160,000 140,000

london private practice

london & the SoUthin-hoUSe


2013 Salary & employment inSightS

the legal in-house market has continued to buck some of the external market trends and show steady but cautious growth in areas. as cost pressures increase within organisations, a focus on expense re-duction has led to the enhancement or creation of in- house teams. as ever, general commercial contracts remains the consistent skill set in demand but there have been other areas which are prevalent across all industry sectors.

Data privacy, data protection, legal compliance and regulatory continue to increase demand, whilst skill shortages continue. This has meant clients have had to be creative and flexible when seeking these skill sets and look at candidates with varying backgrounds who have the intelligence and desire to expand their expertise.

The energy, pharmaceuticals and heavy industry sectors have remained steady, whilst we have seen resurgence in 2013 from retail /FMCG, construction / property and retail bank-ing, which has been a positive sign. IT&T, banking and media have remained sluggish although have still been modestly recruiting.

Across all industries it is clear that our clients are keen to ensure they make the right decisions in hiring and we have found interview processes have been in depth and extensive. In this regard, we have had more success working in true partnership with our clients ensuring both the technical and cultural fit are aligned and the recruitment process is a suc-cess and right first time.

The expectation for the remainder of 2013 and beginning of 2014 is for the aforementioned trends to continue and the market to remain steady with marginally more growth potential than the previous few years.

Contact:Amy CliffeManaging Consultant [email protected] +44 (0) 2071876274

london & the SoUth in-hoUSeBy amy cliFFe, managing conSUltant - legal, in-hoUSe

%

%

of employees are anticipating a bonus in 2013. the majority

expect this to represent betWeen 1-5% of their salary.

of legal employers are concerned about losing staff this year.

65

34



london in-hoUSe - oil, gaS, poWer & inFraStrUctUre

the sector has continued to be one of the more unaffected industries to financial turmoil with continued investment, success and m&a activity. as with all industries, there has been strategic restructuring, especially within the infrastructure space. divestment and acquisition activity has been amongst the bigger upstream players, looking to focus their efforts in high-growth areas. The impact on hiring strategy has been varied. Whilst consolidation and cost control (particularly for expats) has seen a negative impact on headcount, the growth of existing small to medium cap groups and the introduction of new entrants into the market has created opportunities for experienced lawyers.

Risk & spiralling regulation continues to drive the increasing demand for compliance, requiring resources to help strengthen established legal/ compliance departments or to support first time senior hires to build such functions.

London and Aberdeen continue to be a hub for oil and gas work in Africa and the east of the continent is the word on everyone’s lips. We have seen law firms reporting huge interest in this untapped part of the continent, encompassing in particular Mozambique, Tanzania and Kenya.

Requirements for contract and interim lawyers have been a key trend this year. Regulatory and compliance lawyers have been in high demand on both a temporary and permanent basis. We have seen salaries for permanent hires remain static, whilst there has been an increase/premium for interim hires in 2013 due to demand for specific skill sets in regulatory and compliance. We expect regulatory and compliance to be a key growth area for the rest of 2013 and going into 2014. We have seen increased interest from the power industry for mainly mid-senior level lawyers, who can bring a wealth of experience and competitor information with them. The renewables sector in particular, has had high demand for both property and real estate lawyers. In addition, we have seen increased demand for non-contentious, constitution lawyers, with a trend for permanent hires.

This year we have seen many more hires in the renewable energy sector and we expect hiring to increase, especially in the solar and wind arenas. With increasing global presence and scope all organisations are increasingly looking for multi-jurisdictional experience and strong language capability in their legal talent.

Contact:Alastair CampbellConsultant [email protected] +44 (0) 2071876141



oil and gas minimum maximum average

nQ 45,000 55,000 50,000

1 year's pQe 50,000 60,000 55,000

2 years' pQe 55,000 65,000 60,000

3 years' pQe 60,000 80,000 70,000

4 years' pQe 65,000 90,000 77,500

5 years' pQe 70,000 100,000 85,000

6+ years' pQe 80,000 110,000 95,000

head of legal 115,000 160,000 137,500

general counsel 120,000 210,000 165,000

poWer and utilities

nQ 50,000 55,000 52,500

1 year's pQe 55,000 60,000 57,500

2 years' pQe 60,000 65,000 62,500

3 years' pQe 60,000 80,000 70,000

4 years' pQe 65,000 70,000 67,500

5 years' pQe 70,000 75,000 72,500

6+ years' pQe 75,000 90,000 82,500

head of legal 110,000 175,000 142,500

general counsel 140,000 210,000 175,000

infrastructure services

nQ 50,000 60,000 55,000

1 year's pQe 55,000 65,000 60,000

2 years' pQe 60,000 70,000 65,000

3 years' pQe 63,000 73,000 68,000

4 years' pQe 65,000 75,000 70,000

5 years' pQe 70,000 80,000 75,000

6+ years' pQe 75,000 90,000 82,500

head of legal 115,000 165,000 140,000

general counsel 110,000 185,000 147,500

london in-hoUSe - oil, gaS, poWer & inFraStrUctUre


london in-hoUSe - Financial ServiceS

the legal financial services (FS) industry has continued to change and adapt to the external economic environment. as one of the more prevalent industries in the UK, it has been affected heavily, although the appetite for lawyers in specialist areas has remained high. this demand has predominantly mirrored regulatory changes, product demand as well as high profile litigation cases.

From a permanent perspective we have seen an increased demand for Derivatives lawyers and regulatory lawyers, who are especially focused on new regulations affecting FS institu-tions. We have seen an increasing demand for retail and non-retail Funds lawyers within the asset management industry. The demand remains consistent for general Corporate/Com-mercial lawyers. Given the recent rumours about an increase in the M&A activity in Europe for 2013, we expect the market to pick-up for corporate transactional lawyers. Retail banks and asset managers have mostly remained consistent in their hiring, whilst the majority of investment banks have reduced headcount on the permanent side and are likely to hire on a fixed term contract. Salaries here have remained flat as we continue to see sustained salary freezes, and in some cases, bonuses have been lower than in previous years.

In terms of the outlook for the remainder of 2013 and looking into 2014, we anticipate demand in the aforementioned areas to continue to increase, especially on the regulatory side, whilst candidate supply decreases. As the spotlight continues to shine on the financial services industry, prompting negative associations, the expectation is that this

may compel organisations to add weight to their compliance and regulatory legal teams. However, there is still a great deal of unpredictability within the industry which could present alternate recruitment behaviours.

Employers are recruiting more on the interim side due to headcount restrictions and are consequently utilising internal talent pools. Towards the end of H1 in 2013, we saw a surge in permanent hiring in the retail banking sector. This is positive and demonstrates further signs of recovery in the market.

Contact:Emanuele CianciConsultant [email protected] +44 (0) 2071876701

%30

30% oF legal employerS alWayS replace team memBerS compared to the UK

average oF 23%




asset management minimum maximum average

nQ 45,000 60,000 52,500

1 year's pQe 50,000 70,000 60,000

2 years' pQe 55,000 72,000 63,500

3 years' pQe 65,000 87,000 76,000

4 years' pQe 70,000 95,000 82,500

5 years' pQe 75,000 105,000 90,000

6+ years' pQe 90,000 130,000 110,000

head of legal 110,000 160,000 135,000

global general counsel 150,000 300,000 180,000

investment banking

nQ - associate 45,000 60,000 52,500

1 year's pQe - associate 50,000 70,000 60,000

2 years' pQe - associate 55,000 72,000 63,500

3 years' pQe - associate 65,000 87,000 76,000

4 years' pQe - vice president 70,000 95,000 82,500

5 years' pQe - vice president 75,000 120,000 100,000

6+ years' pQe - executive director 100,000 150,000 130,000

10+ years pQe - managing director 150,000 200,000 170,000



isda documentation minimum maximum average

nQ 42,000 53,000 47,500

1 year's experience 47,000 55,000 51,000

2 years' experience 50,000 65,000 57,500




6+ years' experience 90,000 110,000 100,000

retail banking and insurance

nQ 40,000 60,000 50,000

1 year's pQe 45,000 65,000 55,000

2 years' pQe 55,000 78,000 66,500

3 years' pQe 62,000 87,000 74,500

4 years' pQe 67,000 92,000 79,500

5 years' pQe 72,000 110,000 91,000

6+ years' pQe 84,000 117,000 100,500

head of legal 95,000 160,000 127,500




london in-hoUSe - Fmcg and retail

it is fair to say that 2012 proved to be a challenging year within the retail and Fmcg sectors. the euro crisis, ‘triple dip’ recession, Queen’s Jubilee and the olympics kept consumer spending tight in 2012. We have continued to see bastions of the British high street melt into administration and consumer confidence took a further battering with the horsemeat scandal – questioning the integrity of our supply chain and calling for tighter regulations overall. However, the Retail and FMCG sectors are picking up momentum, and early indications have shown that the Olympics have in fact helped to bolster our recovering economy. Recruitment remains steady and there is a level of cautious optimism for the remainder of 2013 and 2014.

During 2012, we saw legal teams restructure to service their clients on both international and virtual platforms; a trend which we expect to continue. Salaries have remained largely unchanged year on year although some modest increments have been reported this year. Our clients have continued to recruit permanently, however there is a definite upturn in fixed term contract and interim mandates in both sectors, which we feel is further evidence that many employers are continuing to approach recruitment with caution in the short to medium term. We do expect to see the gap between fixed term contract recruitment and permanent recruitment to even out as the economy improves.

There has been a demand for lawyers at either end of the qualification spectrum and we would expect this to continue during the rest of 2013 and 2014. We have noticed increased requirements within the Retail and FMCG sectors for more niche skill sets including: IT, e-commerce, new and social media, data protection, compliance, anti-corruption / bribery and marketing.

Contact:Catherine McKeownConsultant [email protected] +44 (0) 2071876470



fmcg and retail minimum maximum average

nQ 40,000 50,000 45,000

1 year's pQe 45,000 55,000 50,000

2 years' pQe 50,000 60,000 55,000

3 years' pQe 55,000 65,000 60,000

4 years' pQe 60,000 70,000 65,000

5 years' pQe 65,000 75,000 70,000

6+ years' pQe 70,000 80,000 75,000

head of legal 90,000 120,000 105,000

general counsel 100,000 180,000 140,000

london in-hoUSe - Fmcg and retail

hoW mUch can i earn aS head oF legal in Fmcg&r, in-hoUSe in london?

£90k

£105k

£120k max

average

min


london in-hoUSe - heavy indUStry

after a lacklustre 2012, the construction and heavy industry sectors have begun to make a considered come back towards the latter end of 2012 and beginning of 2013. Some of the key players within the industry have invested in some significant projects which have led to an increased demand for construction and pFi lawyers. the blend of contentious and non-contentious is fairly even with demand slightly tipped in favour of non-contentious. the engineering and manufacturing industries have therefore seen sluggish growth in the market. As the year has progressed, revenues have increased with a number of the major players across the industry. More specifically in the housing, commercial (especially retail) and industrial sectors, witnessing increased growth and development. Spurred by a boost in investment from the government and legislative developments, these industries have shown resilience and rallied. Enhanced confidence and market activity encouraged companies to continue to add to headcount and grow the regulatory/compliance arm of their businesses. Associated sectors such as property and transport have adopted a more conservative approach as challenging economic and market conditions persist.

Although there has not been a return to buoyancy of previous years, there has been a positive shift in roles across the market. We have seen a high demand for non-contentious, construction lawyers and even had some requests for talented real estate lawyers. The expectation is that recruitment will increase as the sector continues to recover and invest in strategic projects and developments.

Contact:Alastair CampbellConsultant [email protected] +44 (0) 2071876141

%62oF legal

proFeSSionalS are actively or paSSively

SeeKing a neW role.



heavy industry including construction, engineering and transport minimum maximum average

nQ 40,000 45,000 42,500

1 year's pQe 45,000 50,000 47,500

2 years' pQe 50,000 60,000 55,000

3 years' pQe 60,000 65,000 62,500

4 years' pQe 65,000 70,000 67,500

5 years' pQe 70,000 85,000 77,500

6+ years' pQe 75,000 85,000 80,000

head of legal 120,000 150,000 135,000

general counsel 120,000 200,000 160,000

london in-hoUSe - heavy indUStry


london in-hoUSe - it&t and media

it&t tough market conditions have not completely hampered the growth of the it and telecommunications sector, with technology lawyers still in high demand. an ever increasing rise in the use of consumer technology together with a strong interest in the need for digital solutions will continue to help fuel the sector. Outsourcing still remains high on the agenda across all sectors which has resulted in continued demand for lawyers who can manage high volume / value, complex transactions. In 2013/2014 we predict a continued focus on the growth of payment technology companies and therefore the need for technology lawyers with the ability to handle financial regulation as compliance becomes stricter and risk management is more closely monitored. As the volume of financial data being processed continues to expand, coupled with recent regulatory changes, data protection lawyers are also extremely sought after.

Mobile payment companies are booming at present and with the sale of devices with Near Field Communication (NFC) capabilities growing almost one hundred percent, this will further advance the mobile sector. As NFC enabled mobile devices featured heavily in 2012, it is worth remembering that there will be literally thousands of other applications for NFC and so the story continues well into 2013/2014.

Meanwhile, online businesses and social media tie-ups, again delivered strong growth in 2012 and are still an attractive option for lawyers with strong e-commerce experience. It is exciting times for the IT and telecommunications sector in 2013, and this has sparked an increase in the number of SMEs. We are seeing a real trend amongst these companies, hiring cautiously on a fixed term contract basis, rather than taking on permanent hires, whilst assessing their needs and monitoring their success.

media the media industry has seen a variety of performances in 2012 and throughout 2013 and it is one of the industries which has changed most dramatically in recent times. traditional media platforms such as those used for home entertainment, music and physical copy have continued to decline as the new dawn of digital continues to dominate. content providers and film producers have invested heavily in digital markets and have been forced to change their working models to ensure the company remains profitable. The markets and organisations that have continued to grow their legal capability are operating in digital, new media, gaming and mobile technology.

Increasingly skills are sought in multi-platforming where television, digital and interactive media converge to support TV programmes, interactive websites or computer games.

As a result digital media lawyers with experience in video on demand, data transfer object or electronic sell through, web publishing, e-commerce, social media, mobile and TV apps, games development and publishing continue to be popular hires. In addition, there has been increasing demand in 2013 for lawyers with experience in data privacy/protection pertaining to social media.

We expect the industry to remain strong in pockets and continue to decline in the more traditional media forms.

Contact:Sarita RaiPrincipal Consultant [email protected] +44 (0) 2071876685



it&t minimum maximum average

nQ 40,000 50,000 45,000

1 year's pQe 50,000 57,000 53,500

2 years' pQe 57,000 65,000 61,000

3 years' pQe 65,000 70,000 67,500

4 years' pQe 70,000 75,000 72,500

5 years' pQe 75,000 80,000 77,500

6+ years' pQe 80,000 98,000 89,000

head of legal 98,000 150,000 124,000

general counsel 120,000 170,000 145,000

media

nQ 40,000 45,000 42,500

1 year's pQe 45,000 50,000 47,500

2 years' pQe 50,000 55,000 52,500

3 years' pQe 55,000 62,000 58,500

4 years' pQe 62,000 67,000 64,500

5 years' pQe 67,000 75,000 71,000

6+ years' pQe 75,000 85,000 80,000

head of legal 85,000 120,000 102,500

general counsel 90,000 130,000 110,000

london in-hoUSe - it&t and media

hoW mUch can i earn aS a laWyer With 2 yearS pQe in media, in-hoUSe in london?

£50k

£52.5k

£55k max

average

min


london in-hoUSe - liFe ScienceS

the life sciences industry continued to be a high profile, active industry following a number of strategic acquisitions in 2012 from the likes of gilead Sciences, nestle, Watson, takeda and aZ. the latter part of the year however, saw a reduction in m&a activity and the first half of 2013 has appeared to be a period of ‘bedding-in’ and consolidation. the majority of the acquisitions were fuelled by the need to improve or enhance product pipeline and combine intellectual property (ip) and r&d efforts for the greatest return. Also providing much debate in the industry is the feared but inevitable patent cliff which has had a huge effect on some of the largest players in the industry. This has led to organisations increasing their IP legal support and taking a more aggressive approach whilst also trying to find complimentary acquisition targets and in some cases, consolidating and moving closer to sources of science. There have been some redundancies, although a lot fewer than in previous years and have mostly been as a consequence of organisations having restructured to align with their business and mirror the macro environment. Generic players are also seizing patent opportunities and investing in IP legal specialists who are proceeding with aggressive strategies.

As in previous years, there have been strict penalties imposed on non-adherence to regulatory guidelines which has fuelled the continued demand for legal regulatory specialists across Europe and 2013 has already seen several hefty fines. The other skill set which has seen almost unprecedented demand is legal compliance and data privacy. With increased

responsibility for anti-bribery, anti-corruption, advertising and promotional review, fraud and competition combined with new local legislation such as The Sunshine Act, it has become increasingly difficult for this role to be included as part of the in-house generalists role. As a consequence, requests for specific compliance lawyers have increased dramatically. This is predicted to only increase throughout the remainder of 2013 and into 2014 with the first likely enforcement of the anti-bribery act looking imminent.

Salaries within the industry have mostly remained static with some organisations providing nominal increases of between three and seven percent. The expectation for the latter half of 2013 is to follow this trend. Bonuses have mostly been achieved, although not over achieved due to a number of mediocre company performances. The levels are expected to be similar for 2013/2014, although some feel objectives are harder and less achievable than previous years.

Overall the outlook for the industry is mixed with some of the larger pharmaceutical players showing little or no growth, whilst some growth is coming from biotech, medical devices and CRO’s. Recruitment in the industry does remain high with organisations competing for the top talent and an increased demand for headhunting and search assignments.

Contact:Amy CliffeManaging Consultant [email protected] +44 (0) 2071876274



life sciences minimum maximum average

nQ 45,000 55,000 50,000

1 year's pQe 47,000 60,000 53,500

2 years' pQe 50,000 65,000 57,500

3 years' pQe 55,000 70,000 62,500

4 years' pQe 60,000 75,000 67,500

5 years' pQe 70,000 85,000 77,500

6+ years' pQe 80,000 95,000 87,500

compliance counsel 50,000 120,000 85,000

head of legal / legal director 90,000 150,000 120,000


london in-hoUSe - liFe ScienceS

hoW mUch can i earn aS gloBal general coUnSel in liFe-ScienceS, in- hoUSe in london?

min

:

£12

0k

ave

rag

e:

£14

5k

ma

x:

£17

0k



oil, gas, poWer and infrastructure minimum maximum average

nQ 47,000 57,000 52,000

1 year's pQe 52,000 62,000 57,000

2 years' pQe 58,000 68,000 63,000

3 years' pQe 63,000 83,000 73,000

4 years' pQe 68,000 95,000 81,500

5 years' pQe 73,000 105,000 89,000

6+ years' pQe 83,000 115,000 99,000

head of legal 125,000 220,000 172,500

general counsel 120,000 168,000 144,000

financial services

nQ 49,500 66,000 57,750

1 year's pQe 55,000 77,000 66,000

2 years' pQe 60,500 86,400 73,450

3 years' pQe 71,500 95,700 83,600

4 years' pQe 77,000 104,500 90,750

5 years' pQe 82,500 115,500 99,000

6+ years' pQe 99,000 143,000 121,000

head of legal 121,000 176,000 148,500

fmcg and retail

nQ 42,000 52,000 47,000

1 year's pQe 47,000 57,000 52,000

2 years' pQe 52,000 62,000 57,000

3 years' pQe 57,000 67,000 62,000

4 years' pQe 63,000 73,000 68,000

5 years' pQe 68,000 78,000 73,000

6+ years' pQe 73,000 83,000 78,000

head of legal 105,000 190,000 147,500

general counsel 94,000 124,000 109,000

london contract - Salary taBleS



heavy industry minimum maximum average

nQ 44,000 49,500 46,750

1 year's pQe 49,500 55,000 52,250

2 years' pQe 55,000 66,000 60,500

3 years' pQe 66,000 71,500 68,750

4 years' pQe 71,500 77,000 74,250

5 years' pQe 77,000 93,500 85,250

6+ years' pQe 82,500 93,500 88,000

head of legal 132,000 165,000 148,500

general counsel 132,000 220,000 176,000

it&t

nQ 42,000 52,000 47,000

1 year's pQe 52,000 60,000 56,000

2 years' pQe 60,000 68,000 64,000

3 years' pQe 68,000 73,000 70,500

4 years' pQe 73,000 78,000 75,500

5 years' pQe 78,000 84,000 81,000

6+ years' pQe 84,000 100,000 92,000

head of legal 103,000 158,000 130,500

general counsel 132,000 187,000 159,500




media minimum maximum average

nQ 42,000 47,000 44,500

1 year's pQe 47,000 52,000 49,500

2 years' pQe 52,000 57,000 54,500

3 years' pQe 57,000 65,000 61,000

4 years' pQe 65,000 70,000 67,500

5 years' pQe 70,000 79,000 74,500

6+ years' pQe 79,000 89,000 84,000

head of legal 89,000 126,000 107,500

general counsel 99,000 143,000 121,000

life sciences

nQ 47,000 63,000 55,000

1 year's pQe 49,000 63,000 56,000

2 years' pQe 52,000 68,000 60,000

3 years' pQe 57,000 73,000 65,000

4 years' pQe 63,000 78,000 70,500

5 years' pQe 73,000 89,000 81,000

6+ years' pQe 84,000 100,000 92,000

head of legal 126,000 178,000 152,000

general counsel 94,000 157,000 125,500



engliSh regionS private practice &

in-hoUSe


private practice

The salaries for the English regions herein reflect earnings for solicitors within large commercial firms as well as for smaller regional practices.

Department structures, budgets and business plans have all been reviewed together with recruitment strategy and although we are seeing a little more optimism there is still a real sense of caution. Most firms are looking to enhance the efficiencies of their current workforce, with a focus on productivity. Hiring is in key strategic growth areas rather than replacing leavers. This in turn has led to salary levels remaining constant with very little movement over the last few years.

With large commercial firms having one eye on succession planning as well as productivity, newly qualified retention rates have improved across the regions. We have also seen an increase in client instructions at the one to four year PQE level especially across corporate, real estate and commercial and IT/IP as firms identify skills gaps and look to bolster the size of their team at the more cost effective junior end.

Although smaller, high street firms continue to demonstrate caution, certain disciplines have remained fairly constant in terms of candidate demand including private client, matrimo-nial, employment, insurance and the niche areas of litigation.

The major regional firms will always be keen to talk to city law-yers looking to move back out to the key commercial centres, perhaps looking for more work-life balance without sacrificing too much on quality of work. Furthermore, partners with quan-tifiable followings, as ever have remained in demand as firms look to beef up their key offerings and protect revenue as well as diversifying their proposition through new bolt-ons.

Although the last 12 months saw further redundancies across larger, international law firms, we have continued to see a great deal of merger activity, particularly across the regional mid-tier, as firms look to grow, expand or simply survive through takeovers.

Another key trend of the last 12 months has been the opening of new regional offices by City firms offering more streamlined, cost effective legal advice to their clients.

in-hoUSe

Year on year growth of in-house salaries was again only slight in 2013.

With the vast majority of regional in-house legal hires being commercial lawyers, the lift in demand for such individuals in Private Practice has gradually put pressure on in-house teams to be more competitive with salaries. This along with typically offering car allowances and bonuses ensures law-yers in general can be reasonably well remunerated in moving in-house, although salary levels do vary massively from one business to another.

There is less consistency in in-house salaries compared to those in Private Practice. The broad salary band for each level can, in part, be explained by individuals with in-house experience being better paid in moving employer, as busi-nesses often feel that the understanding of the dynamics in an in-house environment means less support is required and more immediate value is added.

The continued growth of in-house legal functions across the regions has led to a lift in paralegal appointments, which is a new addition to this year’s salary survey.

Contact:Jan ColliganAssociate Director, Legal [email protected] +44 (0) 121 634 5176

engliSh regionS private practice & in-hoUSe By Jan colligan, aSSociate director, legal

%

of employers in legal anticipate headcount in their team to remain the same in 2013.

78

%50

oF employerS in legal Believe there iS groWth potential in their departmentS

over the next 12 monthS.


engliSh regionS private practice - national and regional commercial laW FirmS


midlands minimum maximum average

nQ 32,000 38,000 35,000

1 year's pQe 33,000 40,000 36,000

2 years' pQe 35,000 43,000 38,000

3 years' pQe 37,000 44,000 40,000

4 years' pQe 40,000 48,000 43,000

5 years' pQe 43,000 52,000 45,000

6+ years' pQe 45,000 55,000 48,000

home counties/thames valley

nQ 33,000 42,000 35,000

1 year's pQe 35,000 44,000 39,000

2 years' pQe 37,000 47,000 41,000

3 years' pQe 40,000 50,000 44,000

4 years' pQe 42,000 60,000 48,000

5 years' pQe 44,000 65,000 50,000

6+ years' pQe 47,000 70,000 55,000

hoW mUch can i earn aS a neWly QUaliFied laWyer in a commercial laW Firm in engliSh regionS?

min

:

£32

k

ave

rag

e:

£35

k

ma

x:

£38

k


engliSh regionS private practice - national and regional commercial laW FirmS


south West minimum maximum average

nQ 30,000 44,000 37,000

1 year's pQe 34,000 47,000 39,000

2 years' pQe 36,000 51,000 41,000

3 years' pQe 37,000 58,000 43,000

4 years' pQe 41,000 63,000 46,000

5 years' pQe 44,000 70,000 50,000

6+ years' pQe 47,000 75,000 55,000

north/north West

nQ 33,000 39,000 36,000

1 year's pQe 33,000 39,000 36,000

2 years' pQe 33,000 39,000 36,000

3 years' pQe 33,000 39,000 36,000

4 years' pQe 33,000 39,000 36,000

5 years' pQe 33,000 39,000 36,000

6+ years' pQe 33,000 39,000 36,000


engliSh regionS private practice - Small and mediUm FirmS


individual disciplines minimum maximum average

nQ 21,000 28,000 25,000

1 year's pQe 22,000 30,000 26,000

2 years' pQe 24,000 33,000 28,000

3 years' pQe 28,000 36,000 32,000

4 years' pQe 29,000 38,000 34,000

5 years' pQe 30,000 43,000 37,000

6+ years' pQe 34,000 45,000 39,000

business disciplines

nQ 24,000 32,000 28,000

1 year's pQe 27,000 34,000 30,000

2 years' pQe 30,000 36,000 32,000

3 years' pQe 32,000 38,000 34,000

4 years' pQe 35,000 42,000 38,000

5 years' pQe 38,000 45,000 40,000

6+ years' pQe 40,000 50,000 45,000


engliSh regionS in-hoUSe


in-house minimum maximum average

paralegal 21,000 40,000 25,000

nQ 28,000 40,000 35,000

1 year's pQe 36,000 45,000 40,000

2 years' pQe 38,000 48,000 43,000

3 years' pQe 42,000 55,000 48,000

4 years' pQe 44,000 62,000 54,000

5 years' pQe 47,000 62,000 56,000

6+ years' pQe 49,000 65,000 58,000

legal manager 45,000 90,000 62,000

head of legal 60,000 110,000 75,000

general counsel 100,000 300,000 145,000


Scotland private practice &

in-hoUSe


Challenging market conditions throughout 2011 and 2012 prompted strategic re-assessment across a number of the Scottish firms and mergers and consolidations have been an obvious choice for many. Strategic mergers and alliances has strengthened offerings across the legal market, with many firms now having a stronger national presence and a larger, sustain-able client base which has led to increasing signs of stability and projected growth in several areas in 2013.

Edinburgh and Glasgow remain at the heart of Scotland’s bank-ing, corporate and financial services market with all leading legal firms having offices in each of the main cities. Significant growth in the retail banking market is predicted for 2013 and additional demand for construction and project lawyers will continue as many of the large Scottish projects regain traction, notably the Glasgow Commonwealth Games 2014.

Aberdeen continues to prosper with many of the world’s leading operators and service companies being based in the North East and this has led to significant growth in the supporting law firms in this region. A number of Scottish firms have also identified opportunities in new markets and new locations this has included the developing biotech sector in Dundee and an increase in renewable projects in Inverness. A clear strategy for the firms who have now invested in development of offices in these locations is looking to capitalise on local knowledge and commitment.

Alternative business structures will begin to become a reality, though early impact in 2013 was limited. Businesses that wish to operate will have to apply to the Law Society of Scotland for a licence, as no other approved regulator will have this author-ity, but clearly the landscape is changing and we would predict a substantial rise in alternative business structure in 2014.

We are still finding that there is a requirement for in demand skill sets including: construction, projects, banking, funds, energy, IT/IP, commercial contracts and compliance. As there is increased competition on the market for the most highly skilled candidates, clients must demonstrate more flexibility and a willingness to move quickly to secure the most high calibre individuals.

private practice

According to market surveys carried out across the Scot-tish market, salaries have remained fairly static, although the majority of firms have returned to modest year on year salary increases. However, tough market conditions have meant that people leaving businesses have not always been replaced immediately, with their workload generally being distributed between remaining team members, this has meant that recruit-ment has often centred on replacement of key individuals or ad-ditional support to performing teams with reduced headcounts. More efficient utilisation of fee earners will be a continuing trend in addition to anticipating an increase in pipelines of work and growth prospects.

in-hoUSe

Stability in the legal in-house market continued throughout 2012 with the focus in 2013 being the financial services sector in Edinburgh and the Oil & Gas market in Aberdeen. There remains a demand for specialist legal expertise in a number of disciplines in both these sectors and this is likely to continue. Overall, the in-house sector in Scotland remains buoyant. The loss of staff and knowledge through redundancies, restructur-ing, looking to global markets, managing risk and regulatory compliance, all contribute to make expert and independent advice from those who have an understanding of the micro-business environment, essential.

Contact:David ThomsonHead of Legal Scotland & Ireland [email protected] +44 (0) 141 227 9133

Scotland private practice & in-hoUSeBy david thomSon, head oF legal Scotland & ireland

%

of legal professionals anticipate a job change in the next 12 months.48

%36oF legal employeeS

are generally SatiSFied With their cUrrent BeneFitS,

WhilSt 18% are UnSatiSFied


Scotland private practice


private practice minimum maximum average

nQ 26,000 36,000 31,500

1 year's pQe 28,000 38,000 33,000

2 years' pQe 30,000 40,000 35,500

3 years' pQe 33,000 43,000 38,000

4 years' pQe 36,000 47,000 41,500

5 years' pQe 40,000 55,000 45,000

6+ years' pQe 45,000+


Scotland in-hoUSe


private practice minimum maximum average

nQ 28,000 34,000 32,000

1 year's pQe 30,000 36,000 34,000

2 years' pQe 33,000 39,000 36,000

3 years' pQe 36,000 43,000 39,000

4 years' pQe 39,000 47,000 43,000

5 years' pQe 43,000 55,000 48,000

6+ years' pQe 45,000+

legal manager 60,000+

head of legal 80,000+

hoW mUch can i earn aS a laWyer With 3 yearS’ pQe in-hoUSe in Scotland?

£36k

£39k

£43k max

average

min


oUr oFFiceS


ABERDEEN

4 - 5 Golden Square Aberdeen AB10 1RD

Tel: +44 (0) 1224 620 262

EDINBURGH

Caledonian Exchange 19a Canning Street Edinburgh EH3 8EG

Tel: +44 (0) 131 555 4321

MANCHESTER

The Chancery 58 Spring Gardens Manchester M2 1EW

Tel: +44 (0) 161 832 7728

BIRMINGHAM

Victoria Square House Victoria Square Birmingham B2 4AJ

Tel: +44 (0) 121 633 0010

GLASGOW

130 St Vincent Street Glasgow G2 5HF

Tel: +44 (0) 141 221 8182

MILTON KEYNES

500 Avebury Boulevard Milton Keynes MK9 2BE

Tel: +44 (0) 1908 547 995

DUBLIN

10 Lower Mount Street Dublin 2

Tel: +35 (0) 3 1 676 5000

LONDON

Chancery House 53 - 64 Chancery Lane London WC2A 1QS

Tel: +44 (0) 20 7187 6000

READING

Greyfriars Gate 5 - 7 Greyfriars Road Reading Berkshire RG1 1NU

Tel: +44 (0) 118 939 1003

The copyright and all other intellectual property rights in the material contained in the Hudson Salary and Employment Insights Series are owned by Hudson Global, Inc. or one of its subsidiaries, with all rights reserved. Any unauthorised use, including but not limited to copying, distributing, transmitting or otherwise of any such data or material is not permitted without Hudson’s prior consent.

2013 Salary & employment inSightS46 2013 Salary & employment inSightS46

NOTES

2013 Salary & employment inSightS 472013 Salary & employment inSightS 47

NOTES

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