Connecting...
Australia's Employment law sector is no stranger to volatility. But the last 12 months have signaled a structural shift, not just another cyclical churn. Behind the lateral moves and promotions lies a deeper story—of legislative activism, cultural reinvention, and a redrawing of firm-level strategic priorities.
From the Fair Work Legislation Amendment to rising union assertiveness and expanding whistleblower regimes, the Employment law sector has become a strategic battleground for law firms. Our data points to 47 Employment partner movements across the country, 27 lateral hires and 17 promotions, indicating not just change—but transformation.
1. Legislative Momentum Has Made Employment Law Strategic Again
The ongoing industrial relations reforms, including the "Closing Loopholes" Bill and expanded definitions of employment, have made Employment law not just an HR backstop but a board-level priority. Clients are demanding deeper, faster, and more tailored advice—forcing firms to reinvest in their Employment offerings or risk client leakage.
2. Lateral Moves Reflect Aggressive Positioning by National Firms
The dominant strategy in 2024 has been lateral acquisition, with firms like King & Wood Mallesons and Dentons leading the charge. King & Wood Mallesons alone accounted for 8 partner-level acquisitions. This suggests a shift from legacy HR and IR advice to cross-border, compliance-led, risk-sensitive employment counsel, particularly in Sydney and Melbourne.
3. Promotions Signal Confidence—But Also Retention Pressure
Promotions accounted for 17 of the 47 moves. While this speaks to strong internal pipelines, it also signals a retention strategy as competitive pressure from global and boutique firms intensifies. Several promotions came from firms like Allion Partners and Lander & Rogers—showing smaller or mid-tier firms are fighting to keep top talent in place.
4. Melbourne is Now the Country’s Employment Law Hub
With18 partner moves, Victoria outpaced New South Wales (12) and Queensland (8), marking a subtle but significant geographical pivot. Why? Proximity to union-heavy industries, progressive state legislation, and a surge in ESG-linked workforce policies are turning Melbourne into Australia’s new employment law nucleus.
5. In-House Exits and Returns Are Increasing
There is a growing permeability between private practice and corporate legal teams. This reflects an increasingly fluid career model where employment law talent cross-pollinates between advisory and operational roles.
1. Employment Boutique Firms Will Multiply
As workplace law becomes more niche (think: workplace surveillance, AI in hiring, ESG-linked employee activism), expect a rise in boutique firms spun out of national practices. These firms will appeal to clients who want agility, not just size.
2. A Talent Drain to Government and In-House Roles
The combination of burnout, purpose-seeking, and policy engagement will pull senior talent into regulatory and departmental roles—especially in Canberra and Melbourne. Expect to see more private practice practitioners opting for secondments or direct transitions into roles influencing legislation.
3. Contingent Workforce and Gig Economy Specialists Will Dominate
Lawyers who can blend employment, tax, and commercial law in the context of contractor-heavy workforces will be the most in-demand hires of 2025. This is particularly true in sectors like logistics, tech, and care.
4. ESG-Embedded Employment Law Advice Will Go Mainstream
Clients will increasingly expect their employment law advice to carry ESG credentials—ranging from modern slavery reviews to gender pay gap strategies. This is likely to spur cross-practice collaboration with firms’ corporate and sustainability teams.
5. State-Based Fragmentation Will Worsen
While national firms tout integration, legislative divergence between states is reasserting itself—especially between NSW and VIC. Firms with decentralised partner models and true local depth will outperform those relying on centralised national delivery.
The Australian Employment law partner market is in a transitionary phase, driven by a mix of regulatory urgency, talent competition, and a new model of workplace lawyering. The data is clear: firms that treat Employment as a strategic advisory service, rather than a reactive function, are consolidating talent and reputation.
The battle is not just for clients—it is for the next generation of employment law leaders. Those who can span law, policy, ESG, and culture, will shape not only firms, but the national employment framework itself.
