Sabbaticals Benefit Both Firms and Partners

A steadily increasing number of law firms are offering partners the opportunity to take a sabbatical. A few firms are even requiring them to do so. And more lawyers are taking them. It's a “win-win” situation.

The firms benefit in several ways. There is substantial evidence that offering sabbaticals enhances recruiting and improves retention. It can also help the firm weather downturns by trimming excess lawyer capacity while, at the same time, retaining valuable practitioners until business picks up again.

'A Change Will Do You Good'

The partners benefit as well. A period of time away from practice refreshes them and “recharges their batteries,” resulting in renewed energy and productivity when they return. Other benefits include providing extended time to be with their families and/or the opportunity for personal self-improvement by taking up a new hobby, writing a book or taking that long-postponed trip to a far-off country. In other words, sabbaticals can improve a partner's quality of life.

As would be expected, different firms have different approaches. At Arnold & Porter in Washington, DC, partners are entitled to two sabbaticals beginning in their seventh year of partnership. Each sabbatical can be up to 6 months long with no requirements on what the partner does during the sabbatical. While on leave, partners receive half their regular compensation.

Sabbaticals at Ball Janik in Portland, OR, are mandatory and have been ever since the firm was founded over 20 years ago. Lawyers must take 4 months off every 5 years after becoming a partner. During the sabbatical, they receive full draws, distributions and benefits although they are expected to forego their vacation time.

Partners at Denver's Holland & Hart are eligible for the sabbatical program after 5 years with the firm, including two as a partner. Sabbaticals are usually 3-months long and cannot be taken more than once every 5 years. Partners receive full pay while on leave but are prohibited from taking a paid position during that time.

Partners who have been with Hogan & Hartson in Washington, DC for 10 years, including five as a partner, are entitled to a 3-month sabbatical. If they have been with the firm since Jan. 1, 1995, they are entitled to 6 months. There must be 7 years between sabbaticals and no more than 5% of the partners can take leave during the same year. While on sabbatical, partners receive full compensation and are permitted to do anything except practice law.

Lessons Learned

Firms that offer sabbatical programs have learned some important things. The first is that, in most cases, with proper advance notice and planning, clients are tolerant and even supportive. In some instances, introducing other lawyers helps turn clients into firm clients, forces the lawyers to work as a team and makes firm business less portable.

Although smaller firms that offer sabbaticals may suffer some lost revenue, the impact on the overall firm is minimal. In large firms, there appears to be no lost revenue. While there is a possibility that partners who take sabbaticals are more likely to leave the firm afterward, this apparently does not happen often. When it does, the firms feel they would probably have lost the partners anyway ' for one reason or another.

Firms that offer sabbaticals have developed policies to deal with the issues. The length of most sabbaticals is between 3 and 6 months (although Cadwalader Wickersham & Taft in New York allows post-fifth year associates to take 1-month's leave.) Firms employ various alternatives regarding compensation. In some, partners receive full compensation while in others they receive partial pay. Regardless of various firms' policies on compensation, all generally continue to provide full benefits during the sabbatical.

A steadily increasing number of law firms are offering partners the opportunity to take a sabbatical. A few firms are even requiring them to do so. And more lawyers are taking them. It's a “win-win” situation.

The firms benefit in several ways. There is substantial evidence that offering sabbaticals enhances recruiting and improves retention. It can also help the firm weather downturns by trimming excess lawyer capacity while, at the same time, retaining valuable practitioners until business picks up again.

'A Change Will Do You Good'

The partners benefit as well. A period of time away from practice refreshes them and “recharges their batteries,” resulting in renewed energy and productivity when they return. Other benefits include providing extended time to be with their families and/or the opportunity for personal self-improvement by taking up a new hobby, writing a book or taking that long-postponed trip to a far-off country. In other words, sabbaticals can improve a partner's quality of life.

As would be expected, different firms have different approaches. At Arnold & Porter in Washington, DC, partners are entitled to two sabbaticals beginning in their seventh year of partnership. Each sabbatical can be up to 6 months long with no requirements on what the partner does during the sabbatical. While on leave, partners receive half their regular compensation.

Sabbaticals at Ball Janik in Portland, OR, are mandatory and have been ever since the firm was founded over 20 years ago. Lawyers must take 4 months off every 5 years after becoming a partner. During the sabbatical, they receive full draws, distributions and benefits although they are expected to forego their vacation time.

Partners at Denver's Holland & Hart are eligible for the sabbatical program after 5 years with the firm, including two as a partner. Sabbaticals are usually 3-months long and cannot be taken more than once every 5 years. Partners receive full pay while on leave but are prohibited from taking a paid position during that time.

Partners who have been with Hogan & Hartson in Washington, DC for 10 years, including five as a partner, are entitled to a 3-month sabbatical. If they have been with the firm since Jan. 1, 1995, they are entitled to 6 months. There must be 7 years between sabbaticals and no more than 5% of the partners can take leave during the same year. While on sabbatical, partners receive full compensation and are permitted to do anything except practice law.

Lessons Learned

Firms that offer sabbatical programs have learned some important things. The first is that, in most cases, with proper advance notice and planning, clients are tolerant and even supportive. In some instances, introducing other lawyers helps turn clients into firm clients, forces the lawyers to work as a team and makes firm business less portable.

Although smaller firms that offer sabbaticals may suffer some lost revenue, the impact on the overall firm is minimal. In large firms, there appears to be no lost revenue. While there is a possibility that partners who take sabbaticals are more likely to leave the firm afterward, this apparently does not happen often. When it does, the firms feel they would probably have lost the partners anyway ' for one reason or another.

Firms that offer sabbaticals have developed policies to deal with the issues. The length of most sabbaticals is between 3 and 6 months (although Cadwalader Wickersham & Taft in New York allows post-fifth year associates to take 1-month's leave.) Firms employ various alternatives regarding compensation. In some, partners receive full compensation while in others they receive partial pay. Regardless of various firms' policies on compensation, all generally continue to provide full benefits during the sabbatical.