Midsize to large law firms are under increasing pressure to adapt to significant changes in workforce expectations, client demands, and operational complexity. 

Factors such as hybrid work models, evolving client requirements, financial constraints, advances in legal technology and AI, and an ageing workforce are some of the reasons firms are seeking future-proof strategies. This complex landscape requires proactive solutions, including realigning support structures, succession planning, and leveraging technology for operational efficiency.

Anticipating 2025 trends, Epiq subject matter experts Renea Miller and Julie Koch lead a session, “Future-Ready: Strategic Planning for the Evolution of the Legal Workforce,” at the Association Legal Administrators’ (ALA) Executive Leadership Summit in Minneapolis, Minnesota. The discussion provided three actionable steps to help law firms embrace innovation to compete in the increasingly demanding environment.

Addressing Evolving Legal Support Models

Hybrid work and technology innovation are transforming legal support models. Notably, 83 percent of lawyers still manually delegate tasks between in-office and remote staff, underscoring the need for centralised and optimised workflow management. Research highlights that managing hybrid workforces and centralising services could significantly enhance efficiency and reduce communication silos. Firms must invest in technology and operational adjustments to keep up with these evolving needs.

Succession Planning for Continuity and Growth

With 53 percent of firms reporting that they are facing attrition challenges, and two out of five law firms expecting to lose 40 percent of their support staff to retirement by 2028, effective succession planning is essential. By identifying key roles, nurturing potential successors, and ensuring smooth transitions to mitigate talent shortages, firms can create well-structured succession plans that align with growth objectives and operational requirements.

The Cost of Attrition and the Role of Technology and Workflow Managers

High costs of replacing support staff, ranging from US$10,000 to more than US$80,000 per role, emphasises the importance of retention and workflow management. Firms investing in workflow managers — now present in 58 percent of firms — benefit from optimised task delegation, resource allocation, and staff utilisation. AI and automation are recognised as critical tools for streamlining operations and enhancing client services, with 43 percent of firms planning to invest more in technology over the next two years. Firms are leveraging AI for tasks like document review, task management, and client communications, freeing up time for higher-value legal work. Embracing these technologies helps firms manage operational complexity and improve client service.

Conclusion: Preparing for the Future of Legal Operations

ALA attendees engaged in interactive learning and peer discussion, exploring strategies to overcome hybrid workforce challenges, digital transformation, and talent shortages. Rethinking traditional legal roles and embracing new support models, law firms will adapt strategic planning, creative workforce alignment, and proactive measures to reduce attrition and recruitment costs. The growing demand for cost-efficient legal services and realigned support roles — such as creating Lead LAAs and case manager roles – is a pathway to enhance efficiency and demonstrate ROI for operational changes.