Employment law partners typically need $1-3M in portable business for lateral moves, though demand varies by market and specialty. PAGA expertise and wage-hour class action experience can reduce these thresholds significantly.
BigLaw partner compensation in 2026 will likely continue growing modestly, with equity partners at top-tier firms earning $2-15M+ annually. Non-equity partners typically earn $500K-2M, while practice area and portable business significantly impact earnings potential.
Non-equity partner compensation disputes often signal deeper firm culture issues that rarely improve. A lateral move to a growing market like Charlotte can provide both financial upside and career reset opportunities.
Hogan Lovells non-equity partners typically earn approximately $400K-$800K annually, varying by office, practice area, and performance. The firm's international platform and strong market position generally support competitive compensation packages.
The ideal timing for lateral moves depends on practice area and market dynamics, but generally falls into two windows: January-March for post-bonus moves with strong Q1 budgets, and August-October for year-end hiring pushes.
Legal recruiters typically charge law firms 25-33% of the placed candidate's first-year total compensation. Partner-level placements often command higher percentages due to complexity and revenue potential.
Law firm partners typically split profits through compensation systems based on originations, billable hours, and firm contributions. Most firms use either lockstep, eat-what-you-kill, or hybrid models that balance individual performance with collaborative firm building.
Equity partnership means owning a stake in the firm with voting rights and profit-sharing, while non-equity partners receive salary/bonus without ownership. Equity partners typically earn significantly more but face greater financial risk and responsibility.
The Charlotte move likely makes financial sense when adjusted for cost of living, with senior associates earning $280K-$320K versus NYC's $435K+ but gaining 40%+ lower expenses. Partnership timelines are often faster in Charlotte's growing market.
Wyoming's employment law market is limited but stable, driven primarily by energy sector needs and general business litigation. Most sophisticated work flows to larger Colorado or Utah firms, making it better suited for attorneys seeking smaller practice environments.
Partner billable hours vary significantly by firm type and market, with Am Law 100 partners typically billing 2,000-2,400 hours annually. However, partners focus more on business development and client management than pure hour generation.
Non-equity partners receive fixed compensation and limited firm governance, while equity partners share in firm profits and have ownership stakes. The choice depends on your book of business, risk tolerance, and long-term career goals.
Securities litigation offers strong compensation and steady demand, particularly at elite firms and boutiques. The practice combines complex financial analysis with high-stakes litigation, making it an attractive specialty for experienced commercial litigators.
Before accepting a lateral partner opportunity, thoroughly investigate the partnership track timeline, portable book requirements, compensation structure, and firm culture. Focus on understanding both the written policies and unwritten expectations that will determine your success.
Partnership timelines typically range from 7-12 years depending on firm size, practice area, and market dynamics. Am Law 100 firms average 8-9 years, while mid-market firms often promote faster at 6-8 years.