Written by Jamie Finch | Legal Specialist Recruitment Consultant at Eden Rose USA
The Labor & Employment market continues to be one of the most active areas of the U.S. legal sector, with firms continuing to invest in their Employment practices and seek experienced attorneys who can provide both legal expertise and practical commercial advice.
The reason is simple: the workplace is changing.
Employers are navigating an increasingly complex range of issues, from discrimination, harassment and retaliation to wage and hour disputes, workplace investigations, restrictive covenants, executive employment matters and EPLI. At the same time, artificial intelligence, remote and hybrid working and evolving workplace expectations are creating new questions for businesses and their legal advisers.
For experienced Labor & Employment lawyers, this is creating some very interesting opportunities.
There is no substitute for practical experience when advising employers.
An attorney who has spent years handling employment litigation, advising management teams, conducting investigations or navigating difficult workplace disputes brings more than legal knowledge. They bring judgment, perspective and an understanding of how to help clients manage issues in the real world.
That experience takes time to develop, which is one reason strong L&E attorneys continue to be highly valued by firms.
Specialisation is also becoming increasingly important. Attorneys with deep experience in areas such as wage and hour litigation, PAGA, class actions, EPLI, employment advice and counseling or executive employment can bring valuable expertise to firms looking to strengthen or expand their existing practices.
The Partner market is particularly interesting.
For an established Employment Partner, a lateral move is rarely just about compensation. Increasingly, the question is:
A firm with strong resources, associate support, complementary practice groups, a broader geographic footprint and opportunities for business development can provide an established Partner with the infrastructure needed to take a practice further.
For firms, meanwhile, hiring an experienced Partner can bring new expertise, established client relationships and opportunities to strengthen the wider Employment practice.
Portable business can therefore be an important part of the conversation, but the number itself is only one part of the picture. The type of clients, nature of the work, billing rates and potential for future growth all matter when assessing the potential fit.
Candidates are also becoming more thoughtful about their next move.
Compensation remains important, but attorneys are increasingly looking at the bigger picture. They want to understand the quality of the work, opportunities for progression, the firm’s culture, available resources and whether the platform can support their long-term ambitions.
For Associates, that may mean meaningful responsibility, mentorship and a clear path for development.
For Partners, it may mean the resources and platform necessary to continue growing an established practice.
There is no single definition of the right opportunity.
I expect the Labor & Employment market to remain strong throughout the remainder of 2026.
As workplace issues continue to evolve, firms will continue to need experienced lawyers who can combine strong legal knowledge with commercial judgment and practical advice.
For attorneys, that creates opportunities to find platforms where they can develop their careers and practices.
For firms, it creates an opportunity to strengthen their teams and invest in the future of their Employment practices.
Ultimately, the strongest lateral moves happen when those two objectives align.