Employment law in the UK remains in flux, and the ripple effect is being felt across both sides of the profession. As the Government’s Employment Rights Bill continues its passage through Parliament and workplace expectations evolve, law firms are experiencing change in two distinct ways: through the growing demands on their employment law teams and as employers themselves, needing to adapt policies, culture, and compliance.

For firms and employment lawyers alike, this moment is shaping the next chapter in workplace practice, talent attraction, and opportunity.

The Employment Rights Bill: Workload, Opportunity, and Preparation

The Employment Rights Bill is now in its final stages of passage through Parliament. Following multiple defeats in the House of Lords, it remains in the Commons–Lords “ping pong” process at the time of writing.

While the final version of the reforms is still being negotiated, its arrival into law remains expected in late 2025 or early 2026, with most provisions phased through 2026 and 2027.

Newly added to the Bill is the proposal for a Fair Work Agency (FWA), which would oversee compliance and enforcement of workplace standards, signalling a stronger regulatory framework for both employers and advisers.

For employment law teams, this evolving framework is already driving demand from clients seeking to understand and prepare for the forthcoming changes. Firms are increasingly reviewing contracts, working-time policies, and HR procedures in anticipation of reform. For specialist employment lawyers, this is creating greater demand for advisory expertise, tribunal experience, and policy drafting skills.

At the same time, law firms face many of the same challenges as their clients. As employers, they too will need to assess their own compliance, flexible-working practices, and workforce policies to ensure alignment with the new standards once enacted. In that sense, firms are both advisors and participants in this period of reform – and those already preparing are likely to gain a strategic advantage once the legislation takes effect.

The Latest Developments and What They Signal

Peers in the House of Lords have continued to push back on key government amendments, including those relating to guaranteed hours for zero-hours workers, the proposed day-one right to unfair dismissal, and trade-union ballot thresholds. (HR Review)

These defeats have prolonged the Bill’s journey through Parliament, with a final version still to be agreed. Business groups are calling for greater clarity, while ministers have confirmed that they do not intend to dilute the core protections within the Bill. (The Times)

For law firms and employment teams, the result is a period of heightened uncertainty around final implementatihttps://www.thetimes.com/uk/politics/article/employment-rights-bill-labour-x2sdm7hpb?utm_source=chatgpt.comon dates and specific provisions, particularly regarding dismissal rights and union thresholds. Policy and process planning must therefore remain flexible, with templates and advisory documents ready to be amended quickly once the final wording is confirmed.

The introduction of the Fair Work Agency also brings a new enforcement landscape, increasing the potential for regulatory oversight alongside tribunal actions. Against this backdrop, workload planning is becoming more complex as teams juggle client advisory work with their own internal readiness and compliance.

Managing Expectations: The Cultural Shift Inside Firms

The pace of reform mirrors the shift in workforce expectations. Across the profession, employees increasingly value transparency, inclusion, and flexibility, not just in client workplaces but within their own firms.

Hybrid working has matured into a long-term fixture, but questions remain about fairness and consistency. Employment partners are helping clients navigate these issues while HR leaders inside firms manage the same challenges themselves.

With the Employment Tribunal Service still facing significant backlog pressures, and claims linked to discrimination, harassment, and hybrid-working disputes on the rise, employment teams continue to see strong demand for both contentious and advisory work.

This creates more opportunity for growth, but also more competition for experienced lawyers who can combine technical expertise with empathy and commercial understanding.

What It Means for Hiring

At Clayton Legal, we continue to see clear trends shaping the employment law market. And, simply put demand is highest for lawyers who:

• Can interpret complex legislation clearly and advise diverse client bases
• Have a balanced mix of contentious and non-contentious experience
• Understand both the legal framework and the organisational psychology of workplace change

For those working within employment law, these changes underline just how integral this practice area has become to firm strategy. Employment teams are expanding, diversifying, and increasingly sitting at the heart of board-level conversations about people, culture, and risk. For lawyers specialising in this area, it is an opportunity to deepen expertise, move into more strategic roles, or explore firms whose values align more closely with their own.

The competition for employment law specialists remains strong, with mid- to senior-level roles among the most sought after across the sector. Firms are also reviewing how they present themselves as employers, ensuring their own workplace practices align with the values they promote externally.

Firms able to demonstrate genuine flexibility, progressive culture, and strong internal engagement are best placed to attract and retain leading talent in this climate.

Preparing for 2026: Strategy and Stability

While most reforms are not expected to take full effect until 2026 and into 2027, firms that prepare now, both for clients and for their own workforce, will be best positioned.

Practical steps include:

1. Reviewing client-advisory materials to ensure readiness for the new rights framework
2. Auditing internal policies for compliance with forthcoming obligations
3. Training partners and associates on the implications of the Fair Work Agency and extended tribunal time limits
4. Partnering with a specialist recruiter to secure senior expertise and nurture junior talent in advance of increased market demand

The next phase of employment law reform will redefine how employers operate and how legal teams structure, advise, and grow.

Looking Ahead

For employment lawyers, this remains a period of real momentum and opportunity, with new areas of expertise emerging and team structures evolving to meet client and regulatory demand. Many firms are expanding their employment practices, creating opportunities for lawyers who want to take on more strategic or advisory work in a rapidly developing area of law.

For law firms, it is a reminder that people strategies and client strategies are now deeply connected. The firms that thrive will be those that invest in their people, build balanced teams, and foster cultures that reflect the fairness and flexibility they help clients to achieve.

At Clayton Legal, we work with employment law professionals and firms across the UK to help them navigate this evolving landscape. Whether you are building your team or exploring your next career move, our specialist consultants can help you make the right connections for the future.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are looking for your next career move, we can help.

Across the UK’s legal landscape, risk and compliance have quietly moved from the back office to the boardroom. What was once a procedural necessity has become a defining part of how firms operate, compete, and build trust.

As we look ahead to 2026, compliance is no longer just about staying on the right side of regulation. It is about foresight, culture, and resilience, and for those working in this space, it is creating a wealth of new opportunities.

At Clayton Legal, we have seen this shift first-hand. The appetite for skilled risk and compliance professionals continues to grow, and the expectations placed on them have evolved just as quickly.

A Changing Landscape

This year has been one of the most transformative yet. Regulatory focus has widened, with new expectations emerging around AI accountability, ESG reporting, and corporate transparency. According to the UK Government’s Regulatory Initiatives Grid (November 2025), these priorities will remain central as regulators adapt to technological change and public demand for ethical governance.

In practice, that means compliance professionals are no longer the final checkpoint. They are working alongside boards and senior leadership teams to shape business strategy, manage emerging risks, and strengthen reputation.

Technology sits at the heart of this evolution. Automation, RegTech, and data analytics have made it possible to identify issues faster than ever, but they have also raised expectations. The modern compliance professional now needs to understand not only the law but also the systems and data driving it.

Skills for the Modern Compliance Professional

As compliance becomes more integrated across functions, the skills needed are shifting too. Employers are looking for people who combine legal knowledge with commercial understanding, digital literacy, and strong communication.

In 2025, there has been a sharp rise in hybrid roles that bridge compliance, ESG, and operational risk. Professionals who can interpret AI-related regulation, manage sustainability reporting, or understand data-governance frameworks are in particularly high demand.

A Financial Times analysis (June 2025) reported that business risks are pushing legal and compliance leaders to centre stage, with boards spending more time on risk, data, and culture than ever. It is a trend that is likely to accelerate through 2026 as firms formalise cross-functional teams and invest in leadership capability.

For those building their careers in this space, that means more variety and mobility. A background in finance, technology, or analytics is now just as valuable as a traditional legal foundation, and continuous learning has become a must.

Firm Strategy and Internal Evolution

While demand from clients continues to grow, the most forward-thinking firms are also looking inward. Risk and compliance are now viewed as integral to strategic planning, culture, and operational performance.

Research from the Financial Times (24 June 2025) highlights how compliance leaders are being brought into board-level discussions across professional services, reflecting a cultural shift toward accountability and resilience. The FCA’s Regulatory Initiatives Grid (2025) also reinforces the growing expectation that firms establish robust governance and conduct frameworks.

In many firms, new senior leadership roles have been created to oversee compliance strategy, data governance, and ESG oversight. This evolution gives professionals greater visibility and influence, as well as the opportunity to shape how the legal sector responds to both regulatory change and client expectations.

Cyber-Resilience Front and Centre

Cybersecurity and data protection remain two of the most pressing challenges of the moment. The Information Commissioner’s Office Annual Report 2025 recorded a further rise in reported data-breach incidents, with a growing proportion linked to human error and third-party systems. Firms are responding by strengthening their digital-risk frameworks and embedding cyber-governance expertise within compliance teams.

Professionals who can bridge legal knowledge with a practical understanding of information security and data governance are in high demand. These hybrid skills allow compliance specialists to turn regulation into prevention, helping firms not only respond to risk but anticipate it.

Talent Trends and Career Pathways

Despite sustained demand, the supply of experienced compliance professionals remains limited. The Skillcast Top 10 Compliance Challenges for 2025 report found that two-thirds of UK organisations are struggling to recruit suitably qualified staff, particularly in ESG, RegTech, and cyber-risk roles.

To address this, many firms are investing in reskilling programmes and broadening their search criteria, hiring from adjacent industries such as finance, IT, and analytics. For candidates, this is creating a buoyant market with a wider range of entry points and opportunities for progression.

What is also clear is that professionals want purpose. The strongest attraction factors are now flexibility, ethical leadership, and meaningful impact, rather than just salary or title.

Continuous Development and the Road to 2026

Keeping up with change has become part of the role. Firms are increasingly offering micro-learning and modular professional-development programmes, focusing on emerging themes such as AI ethics, climate disclosure, and conduct risk.

The Chartered Institute for Securities & Investment (CISI) Learning Trends Report 2025 highlights a sharp increase in cross-disciplinary qualifications that blend law, data analytics, and sustainability. This focus on continuous learning is creating a new generation of compliance leaders who can navigate law, technology, and culture with equal confidence.

Collaboration across departments is now one of the defining capabilities for anyone building a sustainable career in this field.

Looking Ahead

As we move into 2026, one thing is certain: risk and compliance will remain at the heart of the legal profession. The coming year will bring closer alignment between governance, ESG, and compliance functions, greater adoption of RegTech tools, and an even stronger focus on transparency and trust.

For professionals in this space, it is an exciting moment to redefine what a compliance career can look like. The work is more strategic, more visible, and more connected to business purpose than ever before.

At Clayton Legal, we continue to work closely with law firms and professionals navigating this evolving market, helping clients to build resilient, forward-thinking teams and supporting candidates ready to take their next step in a profession that is shaping

the future of law itself.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are looking for your next career move, we can help.

As 2025 unfolds, UK immigration law is undergoing some of the most significant changes we’ve seen in years, both in policy terms and the ripple effects for law firms tasked with advising clients through it. From new visa thresholds to digital ID proposals, and from sector-specific bans to bilateral return agreements, the pace of reform is accelerating.

At Clayton Legal, we’re seeing a growing demand for immigration specialists who not only understand this new legal terrain but can guide clients with clarity, empathy, and compliance confidence. In this blog, we explore the latest developments in UK immigration law, what they mean for legal teams across the country, and how hiring strategies must evolve to keep pace.

A new policy era: the 2025 immigration white paper

In May 2025, the UK Government unveiled its white paper: “Restoring Control over the Immigration System” – a comprehensive overhaul aimed at reducing net migration and reshaping how the UK attracts and retains overseas workers.

Key proposals include:

– Raising the skilled worker visa threshold from RQF Level 3 (A-level equivalent) to RQF Level 6 (graduate level).

– Phasing out visas for care workers and low-wage roles in adult social care by 2028.

– Introducing digital ID systems for migrants to improve enforcement and compliance.

– Reviewing the graduate visa route, which could impact international student recruitment.

As a result, the changes mark a strategic pivot toward a “high-wage, high-skill” immigration model, creating both challenges and opportunities for law firms advising clients in sectors reliant on international talent.

July 2025: implementation of new thresholds and banned routes

The first wave of reforms takes effect from 22 July 2025, with key updates to the UK’s Immigration Rules under HC 997:

– All new skilled worker visa applicants must now hold RQF Level 6 qualifications, impacting roles across education, hospitality, and health.

– Overseas recruitment in adult social care has effectively been suspended, causing concern among care sector employers and the legal advisers who support them.

– The minimum salary threshold has risen to £41,700, leaving many frontline roles ineligible under the new criteria.

Consequently, the implications are immediate and far-reaching. Law firms advising on sponsorship, compliance, and corporate immigration are now navigating a far narrower route framework. As a result, advisory expertise must be sharp, up-to-date, and able to manage expectations sensitively, especially where sponsorship eligibility is lost mid-cycle.

Further details: UK Immigration Rule Changes – NHS Employers

Sector spotlight: immigration law in the care sector

The ban on overseas recruitment in the care sector is already making headlines. Council leaders in regions such as Kent have warned that staffing shortfalls will deepen as care homes lose access to international workers. Some predict service closures unless domestic recruitment can be scaled rapidly; something unlikely in the short term.

For legal teams, this change raises complex client queries around:

• Terminating sponsorships mid-contract
• Rights of care workers already on UK soil
• Potential legal risk for non-compliant operators

As reported in The Guardian, local authorities are urging the Government to reconsider the care ban’s scope.

This is where demand for specialist legal professionals becomes acute. Firms with clients in care, health, or recruitment now need lawyers with a highly specific knowledge of Home Office policy interpretation, precedent, and mitigation.

Channel crossings and bilateral returns: the France-UK deal

Another notable development is the UK-France “one-in, one-out” migrant agreement, launched in July 2025. Under the deal, for every irregular Channel crossing that results in removal to France, the UK will accept one asylum seeker from the French system who has close family ties in Britain.

The trial scheme is capped at 50 individuals per week and forms part of a broader effort to reduce irregular crossings and streamline removals.

On the legal side, practitioners in asylum, human rights, and public law must now contend with an increasingly political climate. Return protocols, detention review, and family reunification work are all becoming more procedurally complex, and, in some cases, time-sensitive.

What this means for hiring: the specialist immigration lawyer is in demand

As the legal framework tightens, the need for precise, strategic legal advice has never been greater. At the same time, many law firms are now discovering a second challenge: finding the people to deliver it.

Immigration law is undoubtedly niche. With reforms in play, finding lawyers with the right expertise and awareness is now even more competitive.

At Clayton Legal, we’re supporting clients across the UK who are now seeking:

– Immigration solicitors with experience advising on sponsorship licensing, Home Office audits, and compliance.

– Public law and asylum lawyers skilled in removal challenges, family reunion, and human rights arguments.

– Sector specialists who understand the nuance of advising clients in care, education, hospitality, and professional services—particularly around the RQF Level 6 uplift.

This isn’t just about technical know-how. Clients are stressed, the rules are shifting, and lawyers need to combine empathy with commercial awareness. The right hire must understand not just the law, but the practical, emotional, and reputational dimensions that come with it.

Is your firm prepared for the new immigration landscape?

There’s no doubt that immigration law in 2025 is in the middle of a reset. More importantly, that reset is reshaping hiring strategies in law firms of every size, from boutique immigration practices to full-service regional firms with a mix of private and corporate work.

So, if your firm is currently reviewing its immigration offering (or considering adding to the team) it’s vital to act early. The best talent in this space is in high demand and low supply. And the more complex the legal landscape becomes, the greater the need for sharp, proactive advice delivered by those with sector-specific expertise.

How Clayton Legal can help

For more than 25 years, Clayton Legal has worked side-by-side with UK law firms to tackle hiring challenges and build resilient teams. That collaborative approach has led to over 5,000 successful placements – from partners and solicitors to legal technologists and practice managers.

If you’re strengthening your team or planning your next career move, we’re ready to work with you.

As with a lot of legal practice areas, the legal risk and compliance landscape is evolving at an unprecedented rate, with specialists professionals specialising in the sector finding themselves at the forefront of a shifting industry, one driven by rapidly advancing technology, regulatory changes, and increasing expectations around corporate governance and accountability.

At Clayton Legal, we have witnessed how the demand for skilled professionals in these areas continues to rise, particularly as businesses navigate complex compliance frameworks and heightened regulatory scrutiny.

With these trends in mind, this blog delves into the career opportunities available within the risk and compliance sector in the legal industry, examining the key drivers shaping the market in 2025, the talent shortages, and how firms can ensure they are ahead of the curve in attracting and retaining top-tier professionals.

The Changing Face of Risk and Compliance in the Legal Sector

It’s fair to say that the risk and compliance landscape is becoming more nuanced. Law firms and in-house legal departments are increasingly reliant on professionals who can navigate a complex web of regulatory frameworks, mitigate legal risks, and advise on compliance strategies in a dynamic business environment. These professionals, armed with an understanding of both legal principles and business processes, are in high demand.

One of the most significant drivers of change is the ever-expanding regulatory environment. With the UK continuing to adapt to post-Brexit regulations, there has been a rise in the complexity of compliance requirements for businesses operating within the legal sector. Furthermore, global organisations are facing the challenge of adhering to multiple legal systems, making risk management and compliance even more critical.

Alongside regulatory complexity, businesses are also increasingly turning to technology to manage and streamline their compliance efforts. Artificial intelligence (AI) and machine learning (ML) are now integral to identifying potential risks and improving compliance processes, as firms look to automate routine tasks and focus their efforts on strategic decision-making.

Career Opportunities in Risk and Compliance

As the legal sector adapts to new demands and increasing regulatory complexity, risk and compliance professionals are becoming integral to law firms’ internal teams. Traditionally, many firms relied on outsourced services to manage risk and compliance, but there’s a noticeable shift towards bringing these roles in-house. Law firms now prefer professionals on their payroll who can provide ongoing, dedicated expertise, rather than relying on external consultants. This shift is creating new career opportunities, not only within traditional law firms but also in in-house legal teams, government agencies, and large multinational corporations.

As organisations look to better manage complex legal and regulatory challenges, the demand for skilled professionals is set to increase. In particular, law firms are keen to hire individuals who can offer proactive, in-depth counsel on risk management and compliance issues, with a focus on aligning internal processes with ever-evolving legal obligations.

We’re also seeing: 

A  Greater Focus on Cybersecurity and Data Protection

 With the rise of digitalisation, organisations are prioritising cybersecurity and data protection, making it an area of growth within the risk and compliance sector. Legal professionals with expertise in these fields are increasingly being sought after, particularly as businesses strive to ensure compliance with data protection regulations, such as GDPR.

Cybersecurity regulations and the need to protect sensitive client data have become front and centre for law firms, particularly as cyber-attacks continue to escalate. A 2024 study from PwC found that 61% of UK legal firms reported experiencing a cyber-attack in the past 12 months, highlighting the importance of robust risk management in the digital age. In response to these rising concerns, law firms are investing heavily in hiring risk and compliance professionals with specialised knowledge of cybersecurity laws and regulations.

In-house Counsel and Risk Management Roles

While law firms will continue to be a prominent source of demand for risk and compliance professionals, in-house legal teams are also hiring more specialists to manage regulatory risk and ensure compliance across their operations. This is particularly true in larger organisations and multinational corporations, where in-house legal teams are becoming more integral to overall business strategy.

The shift towards in-house counsel roles presents exciting opportunities for risk and compliance professionals. In-house roles often offer more flexibility, a broader scope of work, and the chance to work closely with senior executives in shaping company strategy. Legal professionals with experience in risk management, compliance auditing, and policy development are in high demand to help businesses manage legal risks effectively and create a culture of compliance.

The Talent Shortage and Skills Gap

While the demand for risk and compliance professionals is growing, the talent pool is not growing at the same pace. The skills gap is a significant challenge that firms are grappling with in 2025, and it is expected to persist in 2026 and beyond.

Many risk and compliance professionals in the legal sector are expected to retire in the next five to ten years, and there are not enough younger professionals to replace them. As a result, the competition for talent is fierce, and firms need to ensure they are actively seeking out the next generation of legal risk and compliance experts.

Talent Attraction Trends

The competition for risk and compliance talent is driving firms to rethink their recruitment strategies. With the skills gap widening, firms are adopting a more proactive approach to attracting talent. This includes looking for candidates with diverse backgrounds, as well as providing training and development opportunities for entry-level professionals.

According to a 2024 report from the Law Society, 68% of law firms have increased their focus on diversity and inclusion in their recruitment efforts. This trend is expected to continue in 2025, with firms increasingly seeking out individuals from diverse backgrounds to bring different perspectives to their risk management and compliance processes.

Additionally, the rise of remote working has opened up new opportunities for firms to tap into a wider talent pool. With many professionals now able to work from anywhere, firms are no longer limited to hiring from their immediate geographic area. This shift has made it easier for firms to find candidates with the right skillset, even if they are located outside of traditional legal hubs like London.

Training and Development for the Future

To meet the growing demand for risk and compliance professionals, firms must also invest in training and development programmes. In 2025, the legal sector will see a rise in bespoke training schemes designed to equip professionals with the skills needed to thrive in a rapidly changing environment. Firms that invest in their staff’s ongoing education will not only retain top talent but also ensure that they remain competitive in the marketplace.

Specialised training programmes in areas such as financial crime compliance, ESG, and data protection will continue to be crucial for career advancement. Additionally, as AI and other technologies become increasingly prevalent in risk and compliance, firms will need to provide training in the use of these tools to ensure their teams are equipped to manage evolving challenges.

Looking Ahead to 2026 and Beyond

As we look ahead to 2026, the risk and compliance sector in the legal industry will continue to face challenges, but these challenges will bring significant opportunities for professionals to advance their careers. The increasing regulatory complexity, the rise of ESG concerns, and the ongoing need for cybersecurity and data protection experts will shape the sector, creating a diverse range of career paths.

At Clayton Legal, we understand the evolving nature of the legal risk and compliance sector and are committed to helping firms find the talent they need to navigate these changes. With our deep expertise and connections within the legal industry, we can provide valuable support to both businesses and professionals as they look to embrace the opportunities that lie ahead in 2025 and beyond.

If you are looking to explore new career opportunities or build a high-performing risk and compliance team, we encourage you to reach out to Clayton Legal to discuss how we can support your recruitment needs.

At Clayton Legal, we’ve been helping legal professionals find their ideal roles for over 25 years. Whether you’re looking to grow your career in family law, property, personal injury, or other practice areas, we’re here to support you.

Call us on 01772 259 121 or email us here. Let’s shape your future in law.

As we look ahead to 2025, the law costs sector in the UK is positioning itself as an increasingly vital component of the legal landscape. With changes in legislation, rising demand for cost transparency, and a drive for greater efficiency, the law costs industry is attracting attention from both legal professionals and organisations keen to capitalise on emerging opportunities. At Clayton Legal, we specialise in helping legal professionals navigate these opportunities, providing expert recruitment services within niche areas like law costs.

In this blog, we will explore the growth potential in the law costs sector, delve into the challenges of attracting legal talent to attractive law costs jobs and discuss what this means for professionals seeking to advance their careers. We will also reflect on key trends within the legal recruitment market and offer insights for those looking to make their mark in the sector in 2025 and beyond.

The Law Costs Sector: A Growing Niche

The law costs industry encompasses a specialised area of legal practice that focuses on the management, negotiation, and recovery of legal costs. This includes areas such as solicitor’s costs, litigation costs, disbursements, and cost budgeting, all of which are fundamental to ensuring that clients are billed fairly and that legal professionals are compensated appropriately for their work.

The importance of law costs has grown significantly over the past few years as clients and law firms alike seek more transparent and efficient cost structures. According to a 2024 report from the Legal Services Board, the rise in alternative dispute resolution methods and more complex litigation cases have led to increased demand for law costs professionals who can help firms navigate these issues. Cost transparency and the effective management of legal costs have become central to the success of law firms, making the expertise of law costs professionals even more vital.

From a talent perspective, this sector offers substantial career opportunities. Specialised law costs professionals, including cost lawyers, cost draftsmen, and paralegals, are increasingly sought after by law firms looking to optimise their fee structures and ensure compliance with evolving regulations.

Challenges in Attracting Talent

One of the key challenges facing the law costs sector in 2025 is the ongoing competition for skilled professionals. The recruitment market for legal talent in the UK has become more competitive than ever, with many firms now targeting candidates from a broader range of backgrounds to fill highly specialised roles. In particular, the law costs sector competes with other niche legal fields, such as litigation funding and regulatory compliance, which offer similar career advancement prospects.

As firms expand their operations and embrace new technologies, they require professionals who can adapt to evolving processes and manage costs efficiently. Yet, the sector faces a skills shortage that is reflective of the broader challenges within the UK legal recruitment market. According to the 2024 Law Society Annual Statistics, nearly 45% of law firms reported difficulties in attracting the right talent for specific practice areas, with law costs being one of the hardest-hit niches. This presents a unique opportunity for professionals with a skill set in law costs to stand out in the market.

At Clayton Legal, we recognise the challenges that law firms face in attracting top talent in the law costs sector. By leveraging our deep understanding of the market and our extensive recruitment network, we can assist both candidates and law firms in navigating this competitive landscape.

Key Trends Shaping Career Opportunities in Law Costs

Digital Transformation in Legal Costs Management

The legal industry as a whole is undergoing digital transformation, and the law costs sector is no exception. New technologies are streamlining the way costs are calculated, tracked, and managed. Automated cost management systems, for example, allow for more accurate and efficient billing, freeing up law costs professionals to focus on higher-level tasks like negotiation and strategy.

As these technologies evolve, there is an increasing demand for law costs professionals who can work with such tools. Firms are looking for individuals who are both technically proficient and have the expertise to manage complex cost issues. This trend presents a unique opportunity for those with a strong interest in technology to enter the sector. Legal professionals with a background in law costs and an understanding of the latest software tools will be in high demand.

For example, forward-thinking firms like Allen & Overy (A&O) have begun to integrate AI-powered platforms into their workflow, improving efficiency and precision across various legal tasks. While A&O’s AI platform, Harvey, is not specifically focused on cost management, it exemplifies how technology is reshaping legal practices, including contract analysis, due diligence, and regulatory compliance.

Rising Demand for Cost Transparency and Efficiency

Clients are more conscious than ever of legal fees, and law firms are under pressure to offer more transparent and predictable cost structures. The trend of fixed fees, as opposed to traditional hourly billing, is expected to continue in 2025, with clients seeking to know upfront what they will be paying for legal services.

This shift has significant implications for the law costs sector. Legal professionals working in this field must be able to assess cases accurately and manage costs in a way that meets both the client’s needs and the firm’s financial objectives. This trend offers professionals the chance to become key players in the firm’s overall financial strategy. Law costs professionals with strong negotiation skills and a deep understanding of financial structures will be highly sought after in this evolving landscape.

For example, the rise in fixed fee arrangements and early cost estimates is placing pressure on firms to have cost professionals who can prepare budgets in advance and ensure that clients have a clear understanding of the financial aspects of legal work. Law costs professionals who can align client needs with realistic cost expectations are becoming integral to business development teams within firms.

Increasing Regulatory Oversight

In recent years, the UK legal market has seen a rise in regulatory changes related to billing practices and cost recovery. The government’s push for greater cost transparency, along with guidelines around conditional fee agreements and fixed fees, has reshaped how law firms manage their costs. These regulations are expected to tighten further as the government continues to scrutinise legal billing practices to ensure fairness and compliance.

Legal professionals in the law costs sector will be in demand to ensure that firms comply with these regulations. As the legal framework around costs becomes more complex, the need for qualified professionals to manage compliance and prevent potential disputes will be critical.

Firms like Clifford Chance have already started implementing AI-driven solutions to stay ahead of evolving regulations. These innovations are pushing firms to hire law costs experts who are not only well-versed in the law but also skilled in navigating new tools and technology. As AI and automation continue to influence the legal industry, law costs professionals will need to adapt by strengthening their technical know-how, while also embracing the importance of soft skills.

In this fast-evolving landscape, strong communication, adaptability, and problem-solving skills will be crucial. Legal professionals in the law costs sector will need to demonstrate the ability to explain complex cost structures to clients in a clear and concise manner, manage stakeholder expectations, and handle sensitive situations with tact. The growing complexity of regulations and the use of technology to streamline processes will demand professionals who can bridge the gap between legal expertise and effective communication with clients, colleagues, and regulatory bodies.

Career Pathways in Law Costs: What Does 2025 Hold?

For those already working in the law costs sector, 2025 presents an exciting opportunity to elevate your career. The sector continues to evolve with new technologies and increasing regulatory demands, creating a growing need for professionals who can adapt and expand their skill sets.

Experienced law costs professionals, such as cost lawyers and cost managers, are in high demand for their ability to navigate complex cost structures, regulatory compliance, and emerging technologies. Embracing new developments in AI, cost forecasting, and financial management will give professionals a competitive edge in the recruitment market. Those who can blend legal expertise with advanced technological proficiency will be invaluable to firms seeking to stay competitive in an ever-evolving landscape.

As the legal industry moves towards fixed-fee arrangements and cost transparency, senior professionals with experience in cost recovery, cost budgeting, and financial strategy will become key players in shaping their firms’ cost management practices. Law costs experts who can help firms manage evolving regulatory frameworks while remaining financially efficient will be critical to the long-term success of these businesses.

For those just starting their careers in the law costs sector, there are plenty of opportunities to build a solid foundation and advance through a range of specialisations. Entry-level positions such as cost paralegals or cost assistants can provide the experience necessary to progress in the field. Gaining experience in areas like cost drafting, billing, or assisting with cost management will allow new professionals to expand their knowledge and expertise.

Specialising in specific areas of law, such as personal injury or commercial litigation, can further enhance career prospects and open doors to more senior roles. For those committed to advancing, obtaining professional qualifications, such as the Association of Costs Lawyers (ACL) certification, will demonstrate expertise and commitment, positioning professionals for future growth.

As professionals gain experience and qualifications, they will find opportunities to move into more senior positions, such as cost managers or heads of costs departments. These roles offer the chance to shape cost strategies at a strategic level, ensuring that firms remain financially efficient and compliant with evolving regulatory frameworks. Senior law costs professionals will be key contributors to the development and success of their organisations, playing an essential role in managing costs and driving financial performance.

Insights from Clayton Legal: How We Can Help

At Clayton Legal, we have an in-depth understanding of the law costs sector, and the challenges law firms face in attracting the right talent. With a focus on niche legal recruitment, we help both candidates and law firms identify the best opportunities and the right fit.

For candidates, we offer access to exclusive roles within the law costs sector, tailored advice on career development, and insights into the latest trends affecting the industry. Whether you’re just starting out or are looking to take the next step in your career, our team can support you at every stage.

For law firms, we provide bespoke recruitment solutions, ensuring that you have access to the talent you need to optimise your costs and remain compliant with evolving regulations. We understand the unique requirements of the law costs sector and can help you find professionals who will add value to your firm’s operations.

For more in-depth insights into market trends, talent movement, and opportunities in the law costs sector, get in touch with one of our expert recruitment specialists today. We’re here to help you navigate the evolving landscape and find the perfect career or talent solutions.

References

1. Legal Services Board, 2024 Report
   Legal Services Board. (2024). Legal services and cost management: Trends and developments. Retrieved from https://www.legalservicesboard.org.uk/
2. Allen & Overy AI (Harvey and ContractMatrix)
   Allen & Overy. (2024). AO announces exclusive launch partnership with Harvey AI for legal services. Retrieved from https://www.aoshearman.com/News/ao-announces-exclusive-launch-partnership-with-harvey
   Allen & Overy. (2024). ContractMatrix AI for legal cost management. Retrieved from https://appsource.microsoft.com/en-us/product/web-apps/allenovery.contractmatrix
3. Law Society Annual Statistics 2024
   Law Society. (2024). Law Society Annual Statistics: Challenges in recruitment within legal sectors. Retrieved from https://www.lawsociety.org.uk/topics/research/law-society-annual-statistics
4. Clifford Chance AI for Legal Compliance
   Clifford Chance. (2024). Clifford Chance’s use of AI in cost management and regulatory compliance. Retrieved from https://www.cliffordchance.com/

Criminal law has long been a cornerstone of the legal profession, but career paths within this field are shifting. Technological advancements, evolving crime trends, and regulatory developments are reshaping the landscape, creating new specialisations and career opportunities.

Aspiring and experienced criminal lawyers alike must adapt to these changes in order to remain competitive and impactful in their careers.

Emerging Specialisms in Criminal Law

Environmental Crime

Environmental crime is gaining increasing attention due to heightened regulatory scrutiny. This specialism covers cases involving pollution, waste disposal, and other environmental breaches. Regulatory bodies such as the Environment Agency, as well as international organisations, now require legal professionals to handle environmental offences.

Career Path and Skills:

Lawyers specialising in environmental crime often work in government, NGOs, or private practice, advising on compliance, enforcement, and litigation. A background in environmental science or regulatory law can be particularly advantageous.

Cybercrime and Digital Forensics

With the rise in cyber threats, the legal profession has had to evolve in response. The National Cyber Security Centre (NCSC) has reported a significant increase in cybercrime, including ransomware attacks, identity theft, and online fraud. Criminal lawyers specialising in cybercrime now collaborate with digital forensics experts to investigate, prosecute, and defend cases involving digital evidence.

Career Path and Skills:

Lawyers in this field need expertise in cybersecurity, data protection laws, and forensic technology. Many law firms and regulatory bodies seek legal professionals with technical know-how or additional certifications in digital law, making this a desirable career option for tech-savvy legal professionals.

Financial Crime and Fraud

The growth of financial technology (fintech) has made financial crime more complex. Cryptocurrency fraud, money laundering, and intricate fraud schemes are now major concerns for regulators. The UK’s National Crime Agency (NCA) and the Financial Conduct Authority (FCA) have intensified enforcement, heightening demand for lawyers with expertise in financial regulations and forensic accounting.

Career Path and Skills:

Criminal lawyers in this area typically work with financial institutions, regulatory bodies, and corporate clients. Strong analytical skills, an understanding of corporate law, and familiarity with anti-money laundering regulations are essential.

Maritime Crime

Maritime crime includes offences such as smuggling, illegal fishing, and piracy, requiring a deep understanding of both domestic and international law. While placements in this area are rare, opportunities exist for those with the necessary expertise.

Career Path and Skills:

Criminal lawyers specialising in maritime crime typically work in government agencies, maritime law firms, or international organisations. A background in international law, environmental regulations, and shipping law is essential, alongside an understanding of cross-border enforcement mechanisms. Fluency in maritime laws, including conventions and treaties, is often a prerequisite.

White-Collar and Complex Crime in the UK

White-collar and complex crime in the UK is changing rapidly, influenced by advances in technology, international collaboration, and a growing focus on certain sectors. Financial crimes and large-scale operations are becoming more sophisticated, requiring adjustments in both legal and law enforcement strategies.

White-Collar Crime

White-collar crimes, typically committed by individuals in positions of trust, are evolving. While fraud and money laundering remain prevalent, new types of crime are emerging, particularly in the realm of digital finance and online platforms. The rise of cryptocurrencies, for example, has introduced new challenges for regulators in tackling fraud and money laundering involving digital assets. The Serious Fraud Office (SFO) has stepped up efforts to combat fraud, particularly in financial services and technology, following high-profile cases like the collapse of businesses due to fraudulent activity.

Career Path and Skills:

Criminal lawyers specialising in white-collar crime often work with large corporations, regulatory bodies, or financial institutions. A solid understanding of financial regulations, corporate governance, and forensic accounting is crucial. Expertise in emerging areas like cryptocurrency regulation and digital finance will set professionals apart in this field.

Complex Crime

Complex crimes are also evolving, with organised crime increasingly intersecting with cybercrime. Traditional concerns like drug trafficking and human trafficking remain significant, but there is now a stronger focus on digital and cross-border crimes. The NCA is particularly focused on cybercriminal groups involved in ransomware attacks, which are becoming more frequent and complex. The rise of state-sponsored cybercrime presents an additional challenge, requiring a coordinated approach to address both national security and criminal issues.

Career Path and Skills:

Complex crime lawyers must be versatile and adaptable, often handling high-profile cases involving multiple jurisdictions. A deep understanding of organised crime structures, digital forensics, and international law is essential. Expertise in handling cases involving both traditional and cybercrime elements will be in high demand.

Corporate crime has also seen shifts, with greater attention being paid to corporate responsibility in preventing bribery, corruption, and environmental harm. The Bribery Act 2010 is under closer scrutiny, particularly after cases like the Airbus bribery scandal, where the company faced substantial fines for corruption in multiple countries.

Career Path and Skills:

Specialising in corporate crime often involves working with regulatory bodies, large corporations, or legal firms that focus on compliance and enforcement. Knowledge of corporate law, anti-bribery policies, and international regulations, such as the Foreign Corrupt Practices Act (FCPA), is crucial in this field.

The Impact of Technology on Criminal Law Careers

Technology is not only transforming the nature of crime but also how legal professionals approach their work. Artificial intelligence (AI) is increasingly being used in criminal investigations, case management, and predictive policing. Lawyers now need to understand how digital evidence is gathered, assessed, and challenged in court.

Key Technological Trends Affecting Criminal Law:

• AI-Powered Legal Research – Automating case law analysis to improve efficiency.
• Surveillance and Privacy Law – Balancing security measures with human rights concerns.
• Blockchain in Legal Transactions – Preventing fraud and enhancing evidence authentication.
• Criminal lawyers who are familiar with technology and legal tech tools will have a distinct advantage in their careers.

Legal Aid vs. Private Crime Representation

Criminal law has traditionally been divided between legal aid and private crime representation, but shifting trends are changing this dynamic. The traditional model—where legal aid lawyers handle publicly funded cases and private practitioners represent high-net-worth clients—is evolving as financial pressures, technological advancements, and policy changes redefine the landscape.

With legal aid funding under strain, many criminal lawyers are facing increasing caseloads and lower fees, making long-term sustainability a challenge. Some are branching into specialist areas like financial crime, regulatory investigations, and cybersecurity law, where demand is on the rise. Others are exploring consultancy roles, providing strategic legal advice without full representation.

On the private side, clients are becoming more discerning, expecting high-value services that go beyond courtroom advocacy. Digital forensics, AI-powered case analysis, and proactive risk mitigation are becoming key differentiators for criminal lawyers in private practice.

As with other niche areas within the sector, the future of criminal law careers lies in adaptability—whether through niche expertise, tech-driven approaches, or alternative fee models that bridge the gap between legal aid and private representation. As the legal landscape evolves, so too must the lawyers navigating it.

How to Future-Proof Your Career in Criminal Law

As the legal landscape rapidly evolves, criminal lawyers must not only respond to changes but also proactively position themselves for success. The rise of new technologies, complex global issues like cybercrime, and shifting societal needs present both challenges and exciting opportunities. To stay ahead in this competitive field, lawyers should focus on expanding their skill sets and developing expertise in areas of high demand.

Here are five key strategies for staying ahead in the evolving criminal law landscape:

1. Develop a Specialisation – Focus on emerging areas, such as cybercrime or financial crime, where legal expertise is in high demand.

2. Stay Informed on Legal Tech – Familiarise yourself with the latest advancements in technology, including AI, blockchain, and digital forensics, to remain competitive and offer cutting-edge solutions to clients.

3. Pursue Additional Qualifications – Enhance your qualifications with certifications in regulatory law, forensic accounting, or cybersecurity to increase career prospects and broaden your expertise.

4. Expand Your Network – Engage with professional organisations such as the Law Society, Bar Council, and sector-specific groups to stay connected and informed within the legal community.

5. Seek Diverse Experience – Work across different roles and sectors, whether in criminal law or related fields, to build a well-rounded and adaptable skill set.

By adopting these strategies, criminal lawyers can ensure they’re not just keeping pace with changes but are ahead of the curve, ready to tackle the challenges and opportunities of tomorrow’s legal landscape.

Clayton Legal: Supporting Criminal Law Careers

At Clayton Legal, we specialise in connecting legal professionals with the best career opportunities in the criminal law sector. Whether you’re looking to specialise, transition to a new role, or explore emerging areas of law, our recruitment experts can guide you through the evolving job market.

For criminal lawyers seeking their next move, partnering with Clayton Legal provides tailored career advice and access to exclusive job openings in niche areas of criminal law.

Conclusion

Career paths in criminal law are evolving at an unprecedented rate. Specialisation, technological adaptability, and regulatory expertise are becoming crucial for long-term success. By staying ahead of industry trends and proactively shaping their careers, criminal lawyers can secure fulfilling and impactful roles in this dynamic sector.

For support in navigating the changing legal landscape, connect with Clayton Legal today and explore the opportunities that align with your skills and ambitions.

________________________________________

References:

National Crime Agency. (2024). Organised Crime and Cyber Threat Report. NCA.

Financial Conduct Authority. (2024). Anti-Money Laundering and Financial Crime. FCA.

Law Society. (2024). Criminal Law Career Resources. Law Society.

Bar Council. (2024). Legal Specialisation and Career Development. Bar Council.

As of January 2025, the Transparency Pilot, designed to provide greater media access to family court proceedings, has been extended to all family courts across England and Wales. Initially launched in 2023 and reaching nearly half of the courts by 2024, this nationwide rollout marks one of the most significant changes to family law practice in decades.

Under the scheme, accredited journalists and legal bloggers can attend family court hearings and report on them, subject to strict anonymity rules safeguarding the identities of children and families involved. Transparency orders, issued by judges, establish clear parameters for what can and cannot be disclosed, ensuring that openness is balanced with privacy.

While the pilot aims to enhance public trust and understanding of the family justice system, it also introduces complex challenges, particularly for law firms and professionals navigating this new landscape.

What This Means for Family Law Recruitment

The expansion of the Transparency Pilot is not just a procedural change; it signals a cultural shift in how family law is practiced and perceived. Law firms, especially those specialising in family law, must adapt to this evolving environment and consider the implications for recruitment, talent retention, and professional development.

1. Navigating New Regulations and Societal Expectations

The pilot reflects a growing societal demand for openness around issues such as domestic violence, coercive control, and financial abuse. Firms need to ensure their teams are fully equipped to operate within the revised regulatory framework. This includes staying ahead of changes in reporting rules and preparing for increased scrutiny of their handling of sensitive cases.

Recruitment efforts should focus on identifying candidates with proven adaptability to changing legal frameworks, a strong grasp of reporting restrictions, and the ability to balance client interests with public expectations.

2. Prioritising Continuous Professional Development

As media access to family courts becomes the norm, ongoing training is vital for legal professionals. Firms must provide robust learning programmes that cover reporting restrictions, confidentiality laws, and strategies for engaging with the media without compromising client welfare.

Equipping teams with the necessary skills to manage these complexities will not only strengthen client trust but also ensure the firm’s reputation remains intact. Candidates who demonstrate a commitment to continuous learning will be invaluable in this environment.

3. Demand for Strong Communicators and Media-Savvy Professionals

The new era of transparency elevates the importance of soft skills in family law practice. Lawyers who can effectively communicate with clients, the media, and other stakeholders will be in high demand. Public relations expertise and experience in managing media scrutiny will be critical for maintaining the firm’s reputation while supporting clients during highly sensitive cases.

Former criminal barristers, with their experience of working under the public eye and managing complex narratives, may prove a valuable source of talent for family law teams adapting to these changes.

Conclusion: Preparing for the Future of Family Law

The nationwide adoption of the Transparency Pilot represents a seismic shift in the family court system, promoting greater accountability and public understanding. However, it also raises significant questions about privacy, media influence, and the evolving role of legal professionals in family law.

To thrive in this new era, law firms must embrace the changes ahead by:

• Proactively responding to new regulations.
• Investing in training and development to build resilience and expertise.
• Prioritising recruitment of candidates with strong communication and media skills.

This transformation underscores the importance of adaptability and innovation within the legal profession. By staying informed and agile, family law firms can navigate these changes while continuing to provide the highest standards of service to their clients.

At Clayton Legal, we’ve been helping legal professionals find their ideal roles for over 25 years. Whether you’re looking to grow your career in family law, property, personal injury, or other practice areas, we’re here to support you.

Call us on 01772 259 121 or email us here. Let’s shape your future in law.

The personal injury (PI) legal sector in the UK is undergoing significant changes, influenced by regulatory reforms, economic pressures, and evolving client expectations. For both employers and jobseekers in the sector, understanding these key trends is essential for staying competitive and adapting to the new landscape.

Here we explore the major issues and personal injury legal sector trends in the UK, and provide insights for law firms and legal professionals looking to navigate this evolving market successfully.

1. Impact of the Whiplash Reforms

One of the most significant changes to the personal injury landscape in recent years has been the introduction of the Whiplash Reform Programme. Implemented in May 2021 as part of the Civil Liability Act 2018, these reforms were designed to reduce the number of fraudulent and exaggerated claims, which had been driving up motor insurance premiums.

The key changes include:

• A new online portal for low-value road traffic accident claims up to £5,000.
• Fixed tariffs for whiplash injuries lasting up to two years.
• A ban on settling whiplash claims without medical evidence.

For law firms, this has meant a sharp decline in the profitability of low-value claims, with many firms needing to rethink their business models. This shift has led to a consolidation in the market, with smaller firms struggling to compete and larger firms absorbing more of the work.

Jobseekers need to be aware of the impact of these changes when exploring opportunities in personal injury. There is a growing demand for legal professionals who can diversify their expertise into higher-value or more complex cases, such as catastrophic injury or clinical negligence claims. Showing adaptability and a willingness to work across various types of PI claims can significantly enhance your employability in this sector.

2. The Rise of Technology and AI in Case Management

Technology continues to reshape the legal sector, and personal injury is no exception. Law firms are increasingly adopting Artificial Intelligence (AI) and case management software to streamline workflows, reduce costs, and improve efficiency.

For employers, this presents an opportunity to reduce the time spent on routine tasks, such as document review and claim submissions, allowing fee-earners to focus on more complex work. However, it also raises questions about the future role of junior staff and support roles, many of whom traditionally perform these tasks.

For jobseekers, digital literacy and proficiency in legal tech are becoming essential skills. Candidates who can demonstrate experience with leading case management software or familiarity with AI tools used in legal practices will stand out in a competitive job market.

Moreover, while tech is streamlining some aspects of PI work, human skills such as client communication, negotiation, and empathy remain invaluable – especially in dealing with individuals going through traumatic experiences.

3. Post-Pandemic Claims Backlog

The COVID-19 pandemic had a profound impact on the court system, leading to significant delays in hearings and a growing backlog of personal injury claims. Although courts are now operating more effectively with the integration of virtual hearings, the delays are still being felt across the sector.

For law firms, this backlog means an extended time between case intake and settlement, affecting cash flow and resources. Many firms have had to adjust by offering flexible payment terms or contingency fee arrangements to manage their finances.

Jobseekers should recognise that this backlog also creates opportunities. Firms are seeking professionals who can help manage large caseloads efficiently and work under pressure. Lawyers with strong organisational skills and the ability to push claims forward quickly will be highly valued.

4. The Cost-of-Living Crisis and Changing Client Behaviour

The rising cost of living in the UK is impacting both clients and law firms. With household budgets stretched, many potential claimants are less willing to pursue personal injury claims due to concerns about legal costs and uncertainty about the outcome. Even though most personal injury cases are handled on a no-win, no-fee basis, potential clients may be more cautious about engaging legal services.

For law firms, this shift in client behaviour requires a focus on client engagement, transparent communication about costs, and efficient case resolution. Firms that can reassure clients about the financial aspects of pursuing a claim, while managing expectations, will likely retain more business during this difficult time.

For jobseekers, the ability to communicate effectively with clients and address their financial concerns will be a valuable asset. Law firms will increasingly look for professionals who can handle client objections and build trust through empathetic and clear communication.

5. Shifts in the Clinical Negligence Sector

Alongside whiplash claims, clinical negligence is a significant area within personal injury law. However, this sector is facing its own challenges. The NHS is currently grappling with a substantial rise in claims, placing enormous pressure on resources and leading to calls for reform in how clinical negligence claims are handled. The government has also suggested that it might introduce caps on legal fees for lower-value clinical negligence cases, similar to reforms in the general PI sector.

For employers, this uncertainty requires careful planning and perhaps a greater focus on building expertise in higher-value clinical negligence claims. Law firms may also need to rethink their fee structures if caps are introduced, which could reduce revenue from smaller claims.

For jobseekers, developing experience in clinical negligence can be a lucrative career path, but it’s vital to stay updated on regulatory changes. Candidates who can demonstrate expertise in this niche area – particularly in high-value claims involving complex medical evidence – will be in high demand.

6. Regulatory Changes and Fixed Costs in Personal Injury Cases

In addition to the whiplash reforms, as of October 1, 2023, fixed recoverable costs (FRCs) in the UK were extended to cover a broader range of personal injury and other civil claims, specifically those valued between £25,000 and £100,000. Previously, FRCs mainly applied to lower-value cases in the fast track, capped at £25,000.

The recent expansion creates an “intermediate track” for more straightforward cases under £100,000, aiming to provide greater cost predictability in these cases by setting a cap on the legal expenses that can be recovered from the losing party​. This reform aligns with the government’s broader efforts to improve access to justice while controlling legal costs across civil litigation, ensuring that the costs of bringing or defending a case remain proportionate to its value.

For law firms, the expansion of fixed recoverable costs (FRCs) will likely continue to pressure law firms, especially those focused on smaller claims, as capped recoverable costs reduce the profitability of cases valued up to £100,000. Smaller firms might find it increasingly difficult to remain competitive, potentially accelerating industry consolidation. Firms may start prioritizing higher-value or more complex cases that can absorb the limited cost recovery under FRC, leading to a strategic shift away from lower-value claims. This change will require many firms to evaluate their case portfolios and potentially adjust fee structures to maintain financial stability in this new cost landscape.

For jobseekers, these reforms create a mixed landscape of both challenges and new opportunities. With fewer roles centered around low-value claims, jobseekers may need to pivot their skills to remain relevant. As firms increasingly focus on higher-value cases, candidates with experience in handling complex litigation—particularly those with strong case management skills—will stand out. Flexibility and a readiness to engage with diverse, high-value personal injury claims will be advantageous for candidates aiming to secure a foothold in a more competitive market shaped by these reforms.

7. Increased Focus on Mental Health and Wellbeing

The personal injury sector is inherently stressful, particularly given the nature of the work and the emotional toll it can take on both legal professionals and clients. In recent years, there has been a growing focus on mental health and wellbeing within law firms, with many employers recognising the importance of supporting their staff.

For employers, offering mental health support, flexible working arrangements, and a positive work-life balance is no longer a “nice-to-have” but a necessity. Firms that can demonstrate a commitment to employee wellbeing will not only attract talent but also retain it, particularly in a sector where burnout can be prevalent.

For jobseekers, it’s important to consider how potential employers prioritise wellbeing. During the interview process, don’t hesitate to ask about the firm’s approach to work-life balance, mental health resources, and how they support employees in managing the pressures of personal injury work.

Navigating this changing landscape

The UK personal injury sector is at a turning point, with regulatory changes, economic pressures, and evolving client expectations reshaping the market. For employers, adapting to these changes by embracing technology, refining business models, and supporting staff wellbeing will be crucial to long-term success. For jobseekers, staying informed about these trends and developing a broad skill set will help you stand out in an increasingly competitive market.

Whether you are an employer or a legal professional looking to grow in the personal injury sector, Clayton Legal can help you find the right talent or the right opportunity. Contact us today to learn more about how we can assist in navigating these industry changes.

About Clayton Legal

Clayton Legal has been partnering with law firms across the country since 1999 and during that time has built up an enviable reputation for trust and reliability. We have made over 5,000 placements from partners to legal executives, solicitors to paralegals, and legal IT personnel to practice managers.

If you are looking for your next career move, we can help.

2023 was a busy year for civil justice reforms and it’s more than likely that we’ll continue to see changes this year too as the Ministry of Justice (MoJ) and Civil Justice Council (CJC) continue to update and review key legislation and guidelines.

Taken together, the upcoming and proposed civil justice reforms are designed to make it easier and simpler to resolve civil and commercial litigation and help clear some of the ongoing backlog of small claims and injury cases in the court system.

That’s not to say that the reforms have been uncontroversial.

Let’s explore the timeline of civil justice reforms and potential changes you need to be aware of in 2024:

Guideline Hourly Rates Rise

From January 1^st the Guideline Hourly Rates (GHR) for fee earners have increased in line with inflation according to the Services Producer Price Index. The new hourly rates have risen by around 6.5% and will rise annually in line with the SPI. You can find the new rates here.

Review of the Personal Injury Discount Rate (PIDR)

Following a second call for evidence which ended on 9^th April, another formal review of the PIDR is expected to take place in July 2024 with any changes being announced before the end of January 2025. Potential changes could result in disruption and increased costs.

Fixed Recoverable Costs (FRC) Uprated for Inflation

Previously only used for low-value cases, FRC now apply to most civil litigation claims in England and Wales valued up to £100,000. What’s more, the government has finally confirmed that FRC for low-value clinical negligence claims (valued between £1,001 to £25,000) will come into force in October 2024, six months later than planned. However the changes are not without opposition with The Society of Clinical Injury Lawyers arguing that the FRC proposals are ‘fundamentally flawed’, as they misunderstand the nature of compensation and do not prioritise learning and patient safety.

Further Changes to Pre-Action Protocols

Discussion continues around the issue of digitising pre-action processes. The first part of the Civil Justice Council’s review of pre-action protocols was published in August 2023. The report focused on the benefits of digitisation and recommended several proposals to the MOJ. While there is no timeframe for the publication of the second part of the review it is anticipated that it will focus on reform and creation of specific protocols.

Mediation and Alternative Resolution to become Compulsory

The government has been focused on integrating mediation and other forms of ‘negotiation dispute resolution’ (NDR) into a wide range of legal practice areas for some time. We’ve seen mediation processes begin to be implemented in family law and in small claims cases up to the value of £10,000 over the past year and we can expect to see the same in wider civil and commercial litigation.

Potential Pilots on Cost-Budgeting

Finally, the CJC has recommended that a pilot be undertaken to test different approached to cost budgeting in the next year or so.

How Civil Justice Reforms Could Affect Recruitment

So, what do these current and future civil justice reforms mean for law firms and how will they affect your ongoing recruitment and talent acquisition planning?

In the short term the ongoing backlog of civil court cases in England & Wales combined with the changes to FRC’s and the rise in hourly rates could put off clients with smaller claims. This could mean less work for smaller firms, putting the brakes on hiring. However, one potential upside is an increase in legal talent on the market.

The rise in GHR could also improve early career recruitment, making it easier to snap up young legal talent, if you can create an employer brand that appeals.

In the medium to longer term, the skillsets sought by law firms are expected to evolve. The push towards digitisation, an increase in tech-based roles, and a greater emphasis on mediation will necessitate attracting and retaining candidates with digital literacy, mediation, and Negotiation Dispute Resolution (NDR) experience alongside their legal expertise.

Clayton Legal has over 20 years’ experience helping clients attract and retain legal talent across practice areas that include Property, Personal Injury, Family, Criminal, and Costs law as well as Legal IT and Civil and Commercial Litigation.

If you are building your legal team, we can help. Call us on 01772 259 121 or email us here.

It’s been nearly 6 months since the Transparency Pilot, a scheme which allows for greater access to the family court system by the media, was rolled out to 19 of the 43 family court centres in England and Wales. The scheme is designed to encourage greater visibility of the family court system by allowing journalists, legal bloggers and advocated access to proceedings and giving permission for outlets to publish what happens there. While the changes to family court reporting have not been uncontroversial, the scheme itself has been a success.

Alongside the increased use of alternative dispute resolution in UK law, the changes to family court reporting rules mean we could be seeing the largest shift in legal norms in generations. The resulting increase in visibility and scrutiny will have an enormous impact on family law firms and their goals when it comes to talent acquisition.

The biggest hurdle to the success of the scheme has been centred around the question of how to balance expectations of privacy, particularly for children, with a growing need to build a culture of transparency in some of our biggest public institutions. Some senior judges have been less than supportive of the scheme, citing concerns over a lack of public interest and a fear of lurid tabloid journalism.

However the clear guidance on family court reporting provided by the President of the Family Division, Sir Andrew McFarlane aims to reassure judges, lawyers and journalists that media access will work towards the overriding objective of the scheme; transparency. In each of the 16 participating courts judges can issue Transparency Orders with set conditions around what can and cannot be reported and all proceedings remain subject to strict anonymity rules.

What This Means For Family Law Recruitment

The extension of the family court reporting pilot has several potential ramifications for law firms looking to attract and retain legal talent. Firms specialising in family law or those looking to hire family lawyers should be aware of the need for:

1. Adapting to new regulations

Law firms need to anticipate and adapt to the potential shifts in reporting regulations and media access to family court. These shifts don’t just signal changes in regulation but changes in society as well. Greater awareness of domestic violence, coercive control, and financial control have led to a desire amongst the public for wider visibility into family court proceedings.

To ensure compliance and protect their clients’ interests, firms should regularly review and update their internal policies and procedures regarding media interaction and public disclosure of case information and ensure that new hires as well as established partners are aware of and adhere to these policies. Recruitment and talent attraction teams should look for candidates with a demonstrated ability to navigate complex regulatory landscapes and quickly adapt to evolving legal frameworks.

2. Ongoing training and development programs for legal professionals

If the family court reporting pilot scheme is rolled out to the rest of the country it will be crucial for legal teams to stay updated on the latest media-related legal practices to best support and represent their clients effectively.

Ongoing training ensures that teams understand the nuances of reporting restrictions, confidentiality laws, and ethical considerations when dealing with media inquiries in family law cases. And that they have the knowledge and skills necessary to handle legal issues and conflicts brought about by media engagement.

3. Legal professionals with strong communication and public relations skills

Alongside legal expertise, family lawyers with exceptional soft skills are going to be in high demand. The ability to communicate effectively with the media, clients, and other stakeholders and a background in public relations will help in navigating sensitive family law cases and managing external perceptions and the wider reputation of the firm.

Those looking to attract and retain top family law talent must prioritise candidates who are proficient in creating communication strategies, crisis management, and maintaining client confidentiality amidst media scrutiny. Former criminal barristers could be a potential source of legal talent with the media skills necessary.

In Conclusion

The Transparency Pilot represents a significant shift in the family court system, promoting greater openness and accountability. By allowing media access and the publication of court proceedings, the initiative seeks to build a culture of transparency within one of our most critical public institutions. Despite concerns over privacy and the potential for sensationalism, clear guidelines and strict anonymity rules aim to balance these issues effectively.

For family law firms, the pilot scheme introduces new challenges and opportunities in talent acquisition and retention, and it’s clear that firms must adapt to evolving regulations, ensure continuous professional development, and seek legal professionals with strong communication skills. These changes signal a broader transformation in legal norms, underscoring the importance of transparency and public awareness in family law.

As the pilot progresses, it will be essential for law firms to stay agile, informed, and proactive in navigating this new landscape to best serve their clients and uphold the integrity of the family justice system – and of course, to ensure their own team keep up with the changes ahead.

Clayton Legal has over 20 years’ experience helping clients attract and retain legal talent across practice areas that include Property, Personal Injury, Family, Criminal, and Costs law as well as Legal IT and Civil and Commercial Litigation.

If you are building your legal team, we can help. Call us on 01772 259 121 or email us here.