Gen Z and Millennials Are Changing Law for Good

The legal profession is shifting. New expectations from younger attorneys are changing how firms think about leadership, growth, and culture. Millennials opened the door to workplace flexibility and values-based careers. Now Gen Z is building on that momentum with clearer demands for transparency, inclusion, and support. These aren’t temporary preferences. They are reshaping the foundation of law firm culture.

New Expectations, New Benchmarks

Younger legal professionals are evaluating firms through a different lens. According to the Beyond Tradition report by Leopard Solutions, 87 percent of Gen Z legal professionals say diversity and inclusion factor into where they choose to work. Nearly 80 percent want to see clear alignment between a firm’s stated values and its behavior. Most also want structured development—75 percent cite well-defined advancement pathways as a priority.

Flexibility and well-being are baseline expectations. Many early-career attorneys also want steady communication and feedback from leadership. The report found that 65 percent of Gen Z lawyers thrive when they have access to supportive, consistent check-ins with supervisors. It’s not about hand-holding. It’s about leadership that listens and invests in their trajectory.

Technology Reflects Credibility

For younger professionals, the way a firm uses technology signals more than operational efficiency—it shows whether leadership is adapting. The Thomson Reuters Future of Professionals Report found that nearly 80 percent of legal professionals believe AI and automation will significantly shape their work. Gen Z attorneys are eager to use tools that streamline research, cut back on administrative tasks, and open space for more strategic client work.

A firm’s investment in modern tools sends a message about its direction. It also gives candidates confidence that their time and capabilities are valued.

Moving Toward a More Sustainable Culture

The consequences of cultural stagnation are increasingly clear. High turnover, limited upward mobility, and difficulty recruiting reflect more than external market pressures. They often stem from systems that haven’t evolved with the workforce.

Changing this trajectory requires more than revising policies. It takes operational follow-through. That includes flexible structures, manager training focused on communication and support, and clear plans for advancement that allow people to see a future with the firm.

From a recruiting perspective, these shifts are already visible. The most engaged candidates ask sharp questions about leadership, growth, and daily experience. They’re not just looking to join a prestigious firm. They’re looking for a place where their work has traction—and where the culture behind the brand holds up under pressure.

The firms that respond with clarity and consistency are strengthening their foundations. These are the firms shaping the next era of legal work—not through disruption, but through thoughtful evolution.

Sources:

Leopard Solutions. 2024 Beyond Tradition: Gen Z’s Approach to Big Law, 2024. https://www.leopardsolutions.com/wp-content/uploads/2024-Beyond-Tradition_Gen-Zs-Approach-to-Big-Law.pdf

Thomson Reuters. “Future of Professionals Report 2024.” Legal Thomson Reuters, 2024. https://legal.thomsonreuters.com/blog/legal-future-of-professionals-executive-summary/

Duke University. “What Do Judges Need to Know About Generation Z?” Judicature, 2025. https://judicature.duke.edu/articles/what-do-judges-need-to-know-about-generation-z/