Is The Big Law Salary Bonus Worth The Hours?
Big law firms are known for their high salaries and generous bonuses, making them an attractive option for many law school graduates.
But bonus payments by big law firms are changing as they pay special bonuses, during COVID, and ‘extra’ payments, while boutique law firms are sometimes outpacing big law firms in their bonus payments. But some firms are also using bonuses as a ‘stick’ to get associates back to the office.
Large law firms typically offer a structured compensation system that includes a base salary, annual bonuses, and other benefits.
However, new bonus payment trends are emerging and the specifics of the bonus structures can vary widely between firms, and even within firms based on factors such as seniority, practice area, and performance.
And as the 2023 big law salary bonus season approaches, we await the latest in bonus payments to come.
At the time of writing Quinn Emanuel had already announced ‘fall’ bonuses for associates and counsel, amounting to as much as $33,000 for associates who bill 2700 hours or more.
One of the most significant factors in determining a big law associate’s bonus is their level of seniority.
Typically, bonuses increase as associates move up the ranks from first-year associates to senior associates and beyond.
For example, in 2022, a first-year associate at a top big law firm might receive a year-end bonus of $20,000, while a seventh-year associate could receive a bonus of $200,000 or more. These bonuses can be a significant portion of an associate’s overall compensation, often amounting to more than their base salary.
Another key factor in determining big law bonuses is the firm’s overall financial performance. When a firm has a particularly profitable year, it may choose to distribute larger bonuses to its associates.
Conversely, if the firm’s financial performance is weaker than expected, bonuses may be reduced or eliminated altogether. This can be a source of anxiety for associates, who may be uncertain about how much they will receive until the bonuses are announced at the end of the year.
Understanding Big Law Salary
Big Law firms are known for their high salaries, but it’s important to understand the structure of these salaries to fully appreciate them. In addition to base salaries, associates at Big Law firms can expect to receive significant bonuses throughout the year.
Base Salaries
Base salaries at Big Law firms are standardized across the industry, with most first-year associates earning around $190,000 per year. This salary can increase quickly with each year of experience, with senior associates and partners earning significantly more.
Bonuses
In addition to base salaries, associates at Big Law firms can expect to receive annual bonuses and summer bonuses – and now (as reported above) ‘Fall’ bonuses too. These bonuses are based on the market bonuses set by the leading firms and can vary from year to year.
The market bonus scale for associates at large law firms in the United States is typically announced in November or December of each year. The bonus amount is usually based on the associate’s seniority, with more senior associates receiving larger bonuses.
Other Benefits
In addition to salaries and bonuses, Big Law firms often offer a range of other benefits to their associates. These benefits can include:
- Health insurance
- Retirement plans
- Paid time off
- Professional development opportunities
- Relocation assistance
Overall, the salary and bonus structure at Big Law firms is designed to attract and retain the best legal talent. While the high salaries and bonuses are certainly appealing, it’s important to consider the demands and expectations that come with working at a Big Law firm.
Bonus Structures in Big Law
The big law bonuses are typically awarded to associates at the end of the year and are based on a variety of factors, including the firm’s profitability, the associate’s performance, and the overall state of the legal market.
Most Big Law firms follow a similar bonus structure, with bonuses typically awarded in two tiers: a year-end bonus and a discretionary bonus.
The year-end bonus is typically a set amount based on the associate’s class year, while the discretionary bonus is based on the associate’s individual performance and can vary widely from year to year.
In recent years, Big Law firms have been increasing their bonus payouts in an effort to attract and retain top talent.
For example, in 2021, Cravath, Swaine & Moore announced that it would be increasing its year-end bonuses for associates by up to $50,000, while other firms such as Skadden, Arps, Slate, Meagher & Flom and Simpson Thacher & Bartlett followed suit with their own bonus increases.
While these bonus structures can be quite lucrative for associates, they can also be highly competitive and stressful. Associates are often expected to bill long hours and meet strict performance targets in order to qualify for these bonuses, which can lead to burnout and high turnover rates within the industry.
While Big Law bonus structures can be a significant source of income for associates, they also come with their own set of challenges and drawbacks. As such, it is important for associates to carefully consider their career goals and priorities before committing to a career in Big Law.
Factors Influencing Bonus Structures
Big law firms have a variety of factors that influence their bonus structures. And with the varying nature of work, including remote working situations and special bonuses, the bonus structure and frequency is a factor that is changing.
Many Big Law firms have similar bonus structures, with year-end bonuses of up to $140,000 for associates and special bonuses for outstanding performance and retention bonuses for mid-level associates. But the variations do and will continue.
Other factors affecting bonuses include performance, seniority, and location.
Performance
Performance is one of the most important factors that determine the amount of bonus an associate receives. Firms typically have a set of criteria that they use to evaluate performance, such as billable hours, client satisfaction, and successful outcomes in cases. Associates who exceed these expectations are often rewarded with a higher bonus.
Seniority
Another important factor is seniority. As associates gain more experience and become more senior, they are often eligible for higher bonuses. Many firms have a tiered bonus structure that rewards associates based on their level of seniority. For example, a mid-level associate might receive a higher bonus than a junior associate, while a senior associate might receive an even higher bonus.
Location
Location can also play a role in determining bonus structures. Firms in different regions may offer different bonuses based on the cost of living in that area. For example, firms in New York City, where the cost of living is higher, may offer higher bonuses than firms in smaller cities or rural areas.
LawFuel recently wrote the big law salary guide for cities in the US.
It is important to note that these factors can vary widely between firms and can change from year to year.
Additionally, many firms may use a combination of these factors to determine bonus structures. Associates should be aware of these factors when considering their compensation and should be prepared to negotiate their bonuses based on their individual circumstances.
Comparison of Big Law Firms’ Bonus Structures
Big Law firms offer their associates and partners a range of bonuses in addition to their base salaries.
The bonus structures can vary depending on the firm, the practice area, and the individual’s performance. This section will compare the bonus structures of several Big Law firms based on publicly available information.
Cravath, Swaine & Moore LLP
Cravath, Swaine & Moore LLP is a prominent Big Law firm based in New York City.
The firm is known for its high associate salaries and bonuses. According to Above the Law, in 2021, the firm paid its associates a year-end bonus of up to $140,000, depending on their class year. The firm also offers special bonuses for outstanding performance and retention bonuses for mid-level associates.
Skadden, Arps, Slate, Meagher & Flom LLP
Skadden, Arps, Slate, Meagher & Flom LLP is another major Big Law firm based in New York City. The firm is known for its corporate and litigation practices. According to Above the Law, in 2021, the firm paid its associates a year-end bonus of up to $140,000, depending on their class year. The firm also offers special bonuses for outstanding performance and retention bonuses for mid-level associates.
Simpson Thacher & Bartlett LLP
Simpson Thacher & Bartlett LLP is a global law firm based in New York City. The firm is known for its corporate and M&A practices.
According to Above the Law, in 2022, the firm paid its associates a year-end bonus of up to $115,000, depending on their class year. The firm also offers special bonuses for outstanding performance and retention bonuses for mid-level associates.
Davis Polk & Wardwell LLP
Davis Polk & Wardwell LLP is a global law firm based in New York City. The firm is known for its corporate and capital markets practices.
According to Above the Law, in 2021, the firm paid its associates a year-end bonus of up to $140,000, depending on their class year. The firm also offers special bonuses for outstanding performance and retention bonuses for mid-level associates.
The Emerging Boutique Bonus Factor
And the important development too is the payment of significant bonuses by ‘Small Firms’ not just the big ones.
Boutiques are increasingly paying significant bonuses that can often exceed their big law rivals, as we have reported recently with Selendy Gay which was paying $126,500 for senior associates for 2015 intake lawyers. The firm has experienced high litigation workloads and many of the boutiques working in high-end commercial, intellectual property (including startup work), litigation and the like can be hot contenders for major bonus payments.
Impact of Bonus Structures on Employee Behavior
Big law firms use bonus structures to incentivize their associates to work harder and bill more hours. The structure of the bonus can have a significant impact on employee behavior. Here are some ways that bonus structures can influence employee behavior:
- Increased Motivation: A well-designed bonus structure can motivate employees to work harder and bill more hours. Associates may be more willing to work longer hours or take on more challenging tasks if they know that they will be rewarded for their efforts.
- Competition: Bonus structures can create a competitive environment where associates compete against each other to bill more hours. This can lead to increased productivity, but it can also create a stressful work environment and lead to burnout.
- Focus on Short-Term Goals: Bonus structures that reward associates for billing more hours in the short term can create a focus on short-term goals. Associates may be less likely to take on long-term projects or invest time in developing skills that will benefit them in the long run.
- Risk-Taking: Bonus structures that reward associates for taking risks can encourage associates to take on more challenging cases or projects. However, this can also lead to associates taking on cases or projects that they are not qualified for, which can lead to mistakes and negative outcomes.
- Collaboration: Bonus structures can also encourage collaboration among associates. Associates may be more willing to work together on projects if they know that they will be rewarded for their collective efforts.
Overall, bonus structures can have a significant impact on employee behavior in big law firms. It is important for firms to design bonus structures that incentivize employees to work hard and bill more hours, while also promoting collaboration and long-term goals.
Future Trends in Bonus Structures
Big law firms are constantly evaluating their compensation structures, including bonus structures, to attract and retain top talent. As the legal industry continues to evolve, several trends in bonus structures are emerging.
One trend is an increased focus on individual performance metrics.
Firms are moving away from a one-size-fits-all approach to bonuses and are instead rewarding associates based on their individual contributions to the firm. This approach allows firms to recognize and reward top performers, while also providing an incentive for associates to work harder and achieve better results.
Another emerging trend is the use of bonuses as a retention tool. With the demand for top legal talent increasing, firms are using bonuses to incentivize associates to stay with the firm for longer periods of time.
This can include bonuses that are paid out over several years, or bonuses that are tied to specific milestones, such as reaching a certain level of seniority.
Firms are also increasingly using bonuses to address diversity and inclusion within their organizations.
Some firms are offering bonuses to associates who meet certain diversity and inclusion goals, such as recruiting diverse candidates or participating in diversity and inclusion initiatives.
Finally, firms are exploring new ways to structure bonuses to better align with the changing needs of their clients.
AbovetheLaw recently reported on some firms that are using the docking of bonus amounts should associates not return to the office and reduce their work-from-home practices.
For example, some firms are offering bonuses for associates who demonstrate expertise in emerging areas of law, such as cybersecurity or blockchain technology. This allows firms to better serve their clients and stay ahead of the curve in a rapidly changing legal landscape.
Overall, the future of bonus structures in big law is likely to be more individualized, focused on retention and diversity, and aligned with the evolving needs of clients.
Conclusion: The Big Law Bonus Changes
In conclusion, the big law salary bonus structures can be quite complex and are subject to change each year. As evidenced by the search results, the bonus scales for associates at large law firms in the United States can vary widely from year to year.
While some firms may offer higher bonuses than others, it is important to keep in mind that the overall compensation package for associates includes more than just bonuses. Base salaries, benefits, and other perks can all vary between firms and should be taken into consideration when evaluating job offers.
It is also worth noting that the bonus scales for associates are typically based on the market bonuses set by the leading firms. This means that if one firm raises its bonus scale, other firms may follow suit in order to remain competitive in the industry.
Overall, the big law salary bonus structures are an important aspect of compensation for associates working in large law firms. While they can be subject to change, they are an important factor to consider when evaluating job offers and planning for future career growth.
Author –
Charlotte Jacobs writes on law and justice issues and has acted as a lawyer and legal adviser. She is particularly interested in legal employment, gender equality and legal career options, as well as law firm trends and technology. She can be contacted through charlottejacobslaw@gmail.com.
