Partner compensation is one of the most sensitive and consequential decisions in a law firm. Remuneration systems shape behaviour, signal what the firm values, and influence trust in leadership and governance. As firms grow, diversify and face uneven performance, existing models are often placed under strain, particularly where expectations, contribution and reward are no longer well aligned.

 

Our work in this area helps firms review and design compensation systems that support strategy and performance. We work with leadership teams to clarify what constitutes partner contribution, introduce fair and transparent performance assessment, and align remuneration with the firm’s objectives. The focus is on systems that partners understand, trust and are willing to support, addressing both financial and behavioural issues in a practical and sustainable way.

 

Our work in this area typically includes:

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• Defining partner contribution and supporting a fair distribution of profits

• Improving partner performance, from objective setting to annual performance reviews

• Aligning remuneration with strategy to promote profitable growth

• Supporting the right partner behaviours, including complex organisational and cultural issues