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The major Spanish law firms say there is a shortage of young lawyers. A reduction in student numbers, at a time when law firms are seeking to grow, is increasing competition for the best students. A simple case of supply and demand.
Parece ser que no hay suficientes abogados jóvenes. La reducción del número de estudiantes y el crecimiento de los despachos han provocado cierta competitividad a la hora de atraer a los jóvenes con más talento. La reciente decisión tomada por Uría Menéndez (de subir los sueldos y mejorar las condiciones laborales) ha motivado una presión añadida para los demás bufetes, muchos de los cuales intentan reducir costes para cubrir los gastos de las nuevas cotizaciones a la Seguridad social.
Sin embargo, firmas competidoras afirman que el dinero no lo es todo. Las nuevas generaciones parecen buscar primordialmente un equilibrio entre el trabajo y la vida familiar y no están motivados por el dinero.
Con todo, ¿por qué los despachos no reflejan los deseos de sus abogados, pagándoles menos y reduciendo las horas de trabajo? La experiencia indica que aquellos gabinetes que pagan sueldos inferiores suelen perder a sus abogados más capacitados, tener problemas para atraer a nuevos talentos y disminuir sus beneficios.
El sueldo, para muchos, es un baremo para juzgar el éxito profesional de una persona. La decisión salarial de Uría Menéndez hará que muchos se vean forzados a seguir sus pasos.
El reto reside en cómo responder a un equilibrio entre trabajo y vida familiar sin que los beneficios del despacho sufran.
Uría Menéndez have turned-up the pressure – announcing pay increases and a new remuneration structure – at a time when many law firms would like to reduce costs because of the burden of the new social security payments in Spain.
Their competitors suggest that pay is not the most important factor for young lawyers. Research supports this view – as long as young professionals have enough money to cover basic living costs, their main priorities are having rewarding work, a positive working environment and future career prospects.
Law firms also explain that young lawyers want to work less hours and have a better work-life balance. The motivation to receive a good legal training, and make partner, is less than it used to be.
Surely, if lawyers are not motivated by pay, and work-life balance is increasingly valued, firms could reduce the long hours and pay less?
The answer appears to be “no”. Law firms who experience a fall in salaries and partner profitability typically lose their highest profile lawyers, as well as their ability to recruit quality graduates.
An individual’s salary has become, for many, the way of judging their success as a lawyer, when compared to colleagues in their own or other firms.
The pay increase by Uría Menéndez might, therefore, force others to follow - especially as junior lawyers have little knowledge of the distinct work experience, environment and prospects available in different firms.
But how, in future, will firms reconcile the need for work-life balance, as well as higher salaries.
Moray McLaren
Managing Editor
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