Manchester emerges as the top city for hybrid legal roles in the UK.
- Research from The University of Law highlights hybrid and remote job trends.
- Over one-third of legal positions analysed offer hybrid or remote options.
- London trails Manchester in hybrid job availability, despite more roles overall.
- Remote work allows flexibility without big city costs, attracting legal talent.
Manchester has been identified as the leading city for securing hybrid or remote legal roles in the United Kingdom, based on new research conducted by The University of Law. The study, which analysed over 1,000 job positions, uncovers significant trends within the legal job market, emphasising the growing demand for flexible work arrangements.
A substantial portion of the roles examined, more than 38%, were designed for either remote or hybrid working arrangements. Although London naturally boasts the highest number of legal positions available nationwide, when it comes to hybrid or fully remote work options, it ranks below Manchester. This indicates a shift in employment patterns within major legal hubs, as traditional locations begin to adapt to evolving workplace preferences.
The locations offering the highest volume of hybrid or remote legal jobs include Manchester with 46%, followed closely by Birmingham and Liverpool at 32%, and London at 34%. Other notable cities embracing this work model are Bristol, Sheffield, Southampton, Glasgow, and Edinburgh, each with varying percentages of available hybrid roles.
Interestingly, remote employment without a defined office base constitutes approximately 6% of all analysed job opportunities, offering legal professionals the chance to embark on a career path without incurring the cost burdens typically associated with big city living. This trend towards decentralisation highlights a potential regional growth of talent, as the workforce is no longer confined to traditional cities.
John Watkins, Director of Employability at The University of Law, notes the increasing acceptance of remote work as the new standard in various industries. Watkins underscores the necessity for both legal professionals and firms to adapt to this flexible work environment, recognising the unique skill sets required for remote and hybrid roles. Watkins anticipates a potential geographical shift in legal talent should this trend continue, potentially fostering growth in regional areas.
The landscape of legal employment is shifting towards flexible and remote work arrangements, reshaping traditional job hubs.
