Leading Through RTO: Talent, Culture, and Communication

In this post–Labor Day episode, Gina Rubel and Jennifer Simpson Carr discuss law firm return-to-office (RTO) mandates.

As many Am Law 50 firms adopt structured four-day in-office policies, law firm leaders face a double-edged sword. How can they communicate these changes in ways that support culture, collaboration, and mentorship, while avoiding risks tied to retention, equity, and morale?

Recent coverage of these RTO mandates includes:

• Paul Weiss, Skadden, Davis Polk, Ropes & Gray, Weil, Vinson & Elkins, WilmerHale, all requiring four days in office.
• In August, DLA Piper bumped U.S. corporate associates from three to four days a week, and signaled that attendance will factor into evaluations.
• Duane Morris also moved to a four-day policy, signaling that this is not exclusive to the Am Law 50.
• Meanwhile, Husch Blackwell stands out by continuing with a fully virtual office model.
• Internationally, the newly combined A&O Shearman will begin enforcing a four-day schedule in September. In London, the firm even tied bonus eligibility for junior lawyers to maintaining at least 60% office attendance.

Why are firms pushing for more in-office time?
Gina explores the drivers behind these mandates, including

• Mentorship and Learning: Partners worry associates are missing critical on-the-job training. The “osmosis effect” of learning from hallway conversations, quick check-ins, and shadowing partners is harder to replicate on Zoom.
• Culture and Collaboration: Many firms believe that culture is built in person. They argue that strong relationships and collaboration happen more naturally when lawyers are physically present.

Gina recalls her own days as a litigator, when young lawyers gained invaluable experience by shadowing partners and absorbing lessons through hallway conversations. Jennifer points out that these informal moments, now harder to replicate virtually, can accelerate attorney development and foster business development.

What are the risks of RTO mandates?
Talent retention emerges as a top concern. Gina notes that younger lawyers and caregivers who value flexibility may consider moving to firms with looser policies. She also flags equity concerns and potential legal exposure if firms are not transparent or consistent in how attendance impacts evaluations, compensation, and promotions. At the same time, some lawyers welcome more in-person interaction to combat isolation and expand networks.

How are firms successfully communicating RTO policies?
Gina and Jennifer emphasize that success lies in a communication strategy. Clear expectations, transparency around consequences, and consistent messaging are critical. Firms should explain not just the what of their policies, but the why: the benefits to attorneys’ growth, collaboration, and career progression. They also highlight the importance of pairing policies with perks, such as professional development programs, upgraded office spaces, wellness initiatives, or communal lunches.

What practical steps can leaders take?

• Share success stories and highlight champions across levels who can show peers how in-office time benefits them personally and professionally.
• Conduct regular check-ins to evaluate whether policies are working and be willing to adapt.
• Reinforce firm culture through transparent, consistent messaging that connects RTO to both client service and employee development.

The takeaway for law firm leaders:
Return-to-office mandates are not just about policies, they are about people. Firms that navigate this transition successfully will be those that:

• Communicate early, often, and transparently.
• Clearly articulate the benefits of in-office collaboration.
• Balance business needs with flexibility and inclusivity.
• Invest in both physical spaces and cultural programs that make the office worth returning to.

Jennifer closes the episode by reminding listeners that RTO is not one-size-fits-all.

Resources:

• Developing Tomorrow’s Law Firm Leaders: From Water Cooler Moments to Leadership Academies: https://www.furiarubel.com/podcasts/developing-tomorrows-law-firm-leaders-from-water-cooler-moments-to-leadership-academies/
• Paul Weiss Latest To Mandate 4 Days In Office: https://www.law360.com/articles/2304955
• DLA Piper Increases In-Office Requirement for US Corporate Lawyers: https://www.law.com/americanlawyer/2025/08/18/dla-piper-increases-in-office-requirement-for-us-corporate-lawyers/
• ‘Magic circle’ law firm ties bonuses to office working: https://www.thetimes.com/business-money/companies/article/magic-circle-law-firm-ties-bonuses-to-office-working
• A&O Shearman Wants Its U.S. Attorneys in the Office More: https://www.law.com/americanlawyer/2025/07/01/ao-shearman-wants-its-us-attorneys-in-the-office-more/
• As Some Tighten Attendance Rules, This Am Law 100 Firm Saw a 16-Fold Increase in Its Virtual Office Program: https://www.law.com/americanlawyer/2025/08/25/as-some-tighten-attendance-rules-this-am-law-100-firm-saw-a-16-fold-increase-in-its-virtual-office-program/
• Law firms doubled down on premium office space as AI hybrid work redefined legal sector real estate strategy:https://www.cushmanwakefield.com/en/united-states/news/2025/07/law-firms-double-down-on-premium-office-space