2026 Hybrid Work Schedule
The Shift toward 4-Day Mandates
While a three-day in-office schedule was the post-pandemic norm, 2026 is seeing a decisive push toward four-day mandates among elite firms.
New Policies: Firms like Cooley, Goodwin, Dechert, and Latham & Watkins have implemented mandates requiring associates to be in the office four days a week (typically Monday through Thursday).
The 5-Day Outlier: Sullivan & Cromwell has moved even further, expecting a full five-day in-office presence.
The "Modest" Alternative: Some firms are using more flexible policies as a recruitment tool. For instance, Arnold & Porter and DLA Piper (for many groups) have maintained or adopted three-day schedules for those who prioritize flexibility.
Impact on Lateral Recruitment
Hybrid flexibility is now considered a "non-negotiable" for a vast majority of associates.
A Key Selling Point: Recruitment data shows that 85% of Am Law 200 firms offer hybrid work, and many tout these policies as a "key differentiator" when trying to lure laterals from more rigid firms.
Candidate Deterrence: A lack of clarity regarding remote work expectations is a common reason candidates walk away from potential offers. Firms with transparent, documented policies often see higher success rates in closing lateral deals.
Leverage for Specialized Talent: Associates in high-demand fields—such as Cybersecurity, AI Governance, and International Trade—may have some leverage to negotiate more favorable hybrid or remote-eligible arrangements.
Geographic and Career Implications
The Mentorship Gap: A major challenge in the lateral market is the "mentorship gap." Many firms are designating specific "core days" (usually Tuesday through Thursday) for in-person collaboration to ensure that lateral hires are properly integrated and mentored by senior partners.
Compensation vs. Presence: While geographic flexibility is valued, some firms may link career advancement or premium compensation to physical office proximity, particularly for those on the partner track.