Written by Jamie Finch | Legal Specialist Recruitment Consultant at Eden Rose USA
The Labor & Employment legal market continues to be one of the more active areas of the U.S. legal market in 2026.
Demand remains strong, firms are continuing to grow their Employment practices, and experienced L&E attorneys remain highly sought after. But alongside that growth, I have noticed another trend developing through my conversations with both firms and candidates: the lateral market is becoming much more focused on long-term fit.
That is a positive development.
The strongest moves are increasingly about more than simply changing firms. They are about finding the right platform for a lawyer’s practice, ambitions and clients, while giving the firm an opportunity to add experience, relationships and expertise that complement its existing business.
For an experienced Employment attorney, particularly at Partner level, there are naturally a number of factors to consider when exploring a move.
Compensation is important, but it is rarely the only consideration.
The right questions are often much broader:
These considerations can make a significant difference to whether a lateral move becomes a genuinely successful long-term transition.
Portable business remains an important part of the Partner market, but I think there is increasing value in looking at the practice behind the number.
Two attorneys could each have a $1 million book of business and have completely different practices.
One may have a substantial EPLI practice working closely with insurance carriers. Another may represent major corporate employers in complex employment litigation and have significant opportunities for cross-selling.
Both are valuable practices, but they may benefit from very different platforms.
That is why I believe the conversation around portability is becoming more sophisticated.
It is not simply about asking, “How much business does this attorney have?”
It is about understanding what that business looks like and how the prospective firm can help it develop.
For the right candidate, joining a new firm can create opportunities to expand existing relationships, introduce additional services to clients and access resources that may not have been available previously.
That can make the move beneficial for both sides.
The same principles apply to associates.
I continue to see interesting opportunities for attorneys with approximately three to seven years of Labor & Employment experience.
At this stage of a career, attorneys can be particularly attractive to firms because they often bring a strong foundation of experience while still having significant room for professional development.
But what makes one candidate stand out from another is increasingly the quality and direction of their experience.
For example, an attorney may have developed particularly strong experience in wage and hour litigation, employment advice and counseling, discrimination and harassment matters, investigations, or a specific industry sector.
Understanding that specialisation can help identify the firms where the attorney’s experience will be most valuable.
It also allows candidates to be more intentional about their next move.
Rather than simply looking for another role, they can look for a platform that will help them develop the type of practice they ultimately want to build.
One of the most interesting parts of L&E recruitment is seeing how different firms can provide different advantages.
A national Employment firm may offer extensive resources, a broad geographic footprint and a deep bench of lawyers working across different areas of Employment law.
A full-service firm may offer opportunities to work alongside Corporate, Litigation, Benefits, Tax, Insurance or other complementary practices.
A regional or specialist platform may provide a particularly strong fit for a lawyer whose practice is closely connected to a specific market or client base.
There is no universal answer.
The right platform depends on the individual attorney and what they are looking to achieve.
That is why I think the best recruitment conversations start with understanding the person and the practice, rather than immediately looking at a job description.
I expect the Labor & Employment lateral market to remain competitive throughout the remainder of the year.
Firms will continue to look for experienced attorneys who can strengthen their existing practices, expand their capabilities and contribute to continued growth.
At the same time, I expect candidates to become increasingly selective about the opportunities they consider.
For Partners, the focus will continue to be on finding platforms that can support and develop their practices.
For associates, it will increasingly be about finding the right environment for professional development, responsibility and long-term career progression.
And for firms, attracting the right people will remain about more than compensation. The opportunity to offer meaningful work, strong colleagues, quality clients, career development and a platform for growth can be just as important.
Ultimately, I think that is what makes the current L&E market so interesting.
There are strong opportunities available, but the most successful lateral moves are not necessarily the ones that look the most impressive on paper.
They are the ones where the lawyer, the practice, the clients, the firm and the long-term objectives all align.
When that happens, the result can be much more than a successful hire.
It can be the beginning of a practice that grows significantly over the years that follow.
That is what makes L&E recruitment particularly rewarding, and it is why I expect finding the right fit to remain one of the defining themes of the lateral market throughout 2026.
Your next move starts with the right conversation. Whether you’re considering your next L&E career move or looking to make your next key hire, I’d love to hear from you.Jamie.finch@edenroselegal.com