Trending Now
Commercial Funder's Corner Legal Innovation

5 Ways to Retain Top Legal Talent: Why Employees Stay

By Richard Culberson |

The following article was contributed by Richard Culberson, CEO of Moneypenny & VoiceNation, North America.

The legal profession is evolving rapidly, and so is the workforce driving it. This makes retaining top talent critical to ensuring continuity, quality of service, and avoiding the costs and disruption of frequent recruitment.

According to data from the U.S. Bureau of Labor Statistics, over 47 million Americans left their jobs in 2021 alone, with millions continuing to do so each month. For businesses , this turnover presents both a challenge and an opportunity to understand what employees truly value and how to build a workplace they won’t want to leave.

Here are five steps to guide you in creating a workplace where professionals feel supported, motivated, and committed to growing with your firm.

1. Hire for Culture and Potential

The stakes are high in legal recruitment, and hiring the wrong person can have a ripple effect on morale, productivity, and client relationships. So, let’s slow down and hire right.

Instead of focusing solely on technical skills and qualifications, look beyond the resume for candidates whose values align with your firm’s culture and long-term goals. Diversity of thought and perspective is an asset in all business and adaptability is increasingly important. The first step is to revisit your hiring process to ensure you’re asking the right questions and seeking individuals who can not only excel in the role today but also grow with your firm in the future.

2. Invest in Their Professional Journey

Your people are your greatest assets, and just like your clients, they require attention and investment. You’ve spent time hiring right, now, it is time to invest in your choices, ensuring that they are set up to succeed from day one.

Make their onboarding experience seamless and engaging but also show them the culture and career path you promised during recruitment. Then, continue this thinking beyond the onboarding and provide opportunities for professional development through training, mentoring, and clear advancement pathways.

In the competitive legal sector, demonstrating a proactive commitment to employee growth and well-being is key to retaining top talent, ensuring your team feels valued and supported in reaching their full potential.

3. Foster Engagement Through Purpose

We all know that engaged employees are productive employees, but often it is forgotten that engagement starts with clarity. Do your team members understand how their daily work contributes to the firm’s overall success?

Lawyers are often driven by purpose—whether it’s delivering justice, protecting client interests, or achieving innovative outcomes. So, make it a priority to connect their individual roles to the bigger picture and, in doing so, celebrate their contributions, involve them in decision-making, and foster an environment of trust and open communication.

By aligning their goals with the firm’s mission, you create a workplace where everyone feels invested in the outcomes.

4. Lead with Empathy and Kindness

The legal world is often synonymous with high pressure and long hours, but that doesn’t mean kindness should take a backseat. Empathy and understanding go a long way in fostering loyalty and trust. It is important, therefore, to recognize achievements, whether big or small, and make time to connect with your team on a human level. From writing a personal thank-you note for a job well done to ensuring flexible working arrangements during challenging times, it’s often the little things that make the biggest difference.

Kindness isn’t a sign of weakness—it’s a powerful tool for building a resilient and loyal team.

5. Make Retention a Continuous Process

Retention isn’t a one-time initiative—it’s an ongoing commitment. Law is a people-centered business so embed employee well-being, recognition, and development into the core of your firm’s culture.

Create an environment where your people feel genuinely appreciated, understood, and aligned with the firm’s vision. By doing this, you’ll cultivate a culture of loyalty and stability, where your team thrives—and your clients benefit as a result.

Why Employees Stay

In a profession where your people are your greatest asset, putting them first is essential. A happy, engaged team isn’t just good for employee retention; it directly impacts client satisfaction and the firm’s reputation.

By investing in your employees, fostering connection, and leading with empathy, you can ensure your firm remains competitive, resilient, and ready to face the future with the best team by your side.

About the author

Richard Culberson

Richard Culberson

Commercial

View All
Commercial Deals

Palisade, Accredited Specialty Secure $35 Million Legal Risk Cover

By John Freund |

Specialty managing general underwriter Palisade Insurance Partners has taken a significant step to scale its fast-growing contingent-legal-risk book, striking a delegated-authority agreement with Accredited Specialty Insurance Company that enables up to $35 million in coverage for legal risk insurance products. The New York-headquartered MGU can now offer larger wraps for judgment preservation, adverse-appeal and similar exposures—coverages that corporates, private-equity sponsors and law firms increasingly use to de-risk litigation and unlock financing.

An article in Business Insurance reports that the deal provides Palisade's clients with the comfort of carrier balance-sheet strength while allowing the insurer to expand its program portfolio. The capacity tops up Palisade’s existing relationships and arrives at a time when several traditional markets have retrenched from contingent legal risk after absorbing a spate of outsized verdicts, leaving many complex disputes under-served.

Palisade leadership said demand for robust limits has “never been stronger,” driven by M&A transactions that hinge on successful appeals, fund-level financings that need portfolio hedges, and secondary trading of mature judgments. Writing on LinkedIn, Palisade President John McNally stated: "Accredited's partnership expands Palisade's ability to transfer litigation exposures and help facilitate transactional and financing outcomes for its corporate, law firm, investment manager and M&A clients."

The new facility aligns the MGU’s maximum line with those of higher-profile peers and could see Palisade participate in single-event placements that have historically defaulted to the London market. For Accredited, the move diversifies its program roster and positions the insurer to capture premium in a niche with attractive economics—provided underwriting discipline holds.

Commercial Regulatory Issues

Omni Bridgeway Maps Recovery Paths for PRC Creditors

By John Freund |

China’s ballooning stock of non-performing loans (NPLs) has long frustrated mainland banks and asset-management companies eager to claw back value from defaulted borrowers scattered across multiple jurisdictions. In its newly released 2025 Report on International Asset Recovery for PRC Financial Creditors, Omni Bridgeway distills the lessons of a growing body of cross-border enforcement actions and sets out a playbook for creditors determined to follow the money.

A paper published by Omni Bridgeway explains that the three-chapter study surveys today’s enforcement landscape, highlights “funded recovery” strategies for domestic institutions, and walks readers through case studies in which Chinese lenders have traced assets into offshore havens and employed Mareva-style injunctions, arbitral award assignments, and insolvency proceedings to compel payment.

The paper highlights how litigation finance can transform the economics of pursuing stubborn debtors. By underwriting investigative costs, securing local counsel, and bridging timing gaps between enforcement wins and cash realisation, funders such as Omni Bridgeway can turn an otherwise write-off-prone claim into a profitable workout.

The report also charts structural shifts reshaping the market: Beijing’s pressure on state banks to clean balance sheets, private-equity appetite for “special situations” paper, and widening acceptance of third-party funding in arbitration hubs from Hong Kong to Singapore. A series of recent matters—ranging from a Guangzhou lender’s successful freeze of UK real estate to a provincial AMC’s recovery of Latin-American mining assets—illustrate the potency of coordinated tracing, injunctive relief, and securitised claims sales.

For the legal-funding bar, the study underscores a powerful, still-underexploited pipeline: hundreds of billions of renminbi in distressed credit looking for capital-efficient enforcement solutions. Whether PRC banks will embrace external funders at scale—and how regulators will view foreign-backed recovery campaigns—remain pivotal questions for 2025 and beyond.

Commercial Regulatory Issues

Omni Bridgeway Hails U.S. Budget Bill Win

By John Freund |

Omni Bridgeway has sidestepped a potentially painful tax after President Trump signed the FY-25 Budget Bill without the much-debated levy on legal-finance proceeds. The Australian-listed funder, which bankrolls commercial claims on six continents, had warned that the original 40.8 percent surcharge floated in the Senate Finance Committee would depress case economics and chill cross-border capital flows. Instead, the final bill landed on 4 July with zero mention of legal-finance taxation, handing the industry a regulatory reprieve just as U.S. portfolio commitments hit record highs.

Sharecafe notes that Omni Bridgeway credits a rare coalition of plaintiff-side bar groups, access-to-justice NGOs, and chambers-of-commerce allies for persuading lawmakers to drop the proposal. The company says it will elaborate in its 4Q25 report later this month, but stresses that bipartisan recognition of funding’s public-interest role now mirrors supportive reviews in Australia, the EU and the UK.

For funders, the episode underscores two diverging trends: rising U.S. political scrutiny and an equally vocal defense of the asset class from sophisticated investors. Expect lobbying budgets to climb as Congress circles disclosure and tax issues again in 2026, but also expect money to keep flowing—Omni’s stance suggests confidence that regulatory headwinds can be managed without derailing growth.