Charlotte Newton, Director, discusses the North West private practice market in 2025 and shares her thoughts on the year ahead.
From Charlotte Newton
2025 has been a strong year for the North West Private Practice team. Our work has spanned the full spectrum of experience levels, from NQ through to Partner, and included team moves across the region. Despite political and economic uncertainty, recruitment activity has remained steady, and the roles reaching the market have been those underpinned by genuine business need.
Market conditions and candidate behaviour
Political change and wider economic uncertainty have led many lawyers to take a cautious approach to career moves, placing job security at the forefront of their decision-making. Law firms are similarly considered in their hiring activity, with many reviewing national utilisation levels before approving new roles.
This more measured climate has reduced speculative recruitment. However, the roles that do progress to market are typically more secure and have passed through tighter internal sign-off processes than in previous years.
Practice area trends
Real estate
Real estate began the year quietly, in part due to significant recruitment in late 2024 and softer market activity. Residential development recruitment remained active, while landlord and tenant/asset management recruitment slowed.
Residential development recruitment remained active, while landlord and tenant/asset management recruitment slowed.
From mid-year onward, the picture improved significantly, and we saw a clear rise in demand for real estate lawyers at all levels.
Energy, infrastructure and projects
Specialist roles in energy and infrastructure have increasingly cut across commercial, projects, and related disciplines. Given the niche expertise required, these positions often attract slightly higher salary packages or sign-on bonuses.
Construction (contentious and non-contentious)
Demand for construction lawyers has remained strong, particularly at the more experienced end of the market. Firms are seeking talent from associate through to Partner level, but a limited candidate pool in this niche area has resulted in roles staying open for longer than usual.
Firms are seeking talent from associate through to Partner level.
A number of high-profile team moves have taken place, creating real shifts and reshaping dynamics across the North West legal market.
Employment and litigation
Political and regulatory developments – particularly the Employment Rights Bill – have driven a surge in employment and litigation vacancies. Demand for employment lawyers is expected to remain strong as businesses prepare for legislative change.
Commercial
The market for experienced commercial lawyers has stayed healthy. This year we have also assisted a number of candidates transitioning from in-house back into private practice, motivated by factors such as salary progression, job stability, and the more flexible hybrid-working patterns now common in private practice firms.
This year we have also assisted a number of candidates transitioning from in-house back into private practice.
Public procurement
Following the enactment of the Procurement Act (Royal Assent in 2023), demand for public procurement specialists has remained elevated and shows no signs of slowing.
Corporate
Corporate teams across the region remain active, with mid-senior level lawyers particularly sought after to handle increasing workloads. Conversely, junior corporate hiring has been notably quieter, contributing to a widening skills gap at the lower PQE levels.
Family and private client
Demand remains strong for both family and private client lawyers, especially at mid-senior levels. A shortage of experienced private client specialists continues to challenge recruitment, while family law remains busy due to ongoing growth in divorce, financial remedy and children cases.
New roles…
We have seen a rise in a new type of role across law firms, focused on the implementation and optimisation of legal technology. Firms are increasingly seeking solicitors who combine strong legal expertise with skills in legal tech to improve efficiency and drive innovation.
Salaries, hybrid working and market expectations
Salaries have risen modestly in 2025. Some NQ salary bands increased by around £2,000, though many firms opted to maintain their levels from last year.
Fully remote roles linked to North West firms have continued to decline.
Hybrid working has continued to stabilise at three days per week in the office, with several firms increasing attendance expectations from two days. At the same time, fully remote roles linked to North West firms have continued to decline.
Outlook for 2026
We anticipate that 2026 will broadly mirror the trends seen this year. Recruitment is expected to remain steady but considered, with firms continuing to focus on sustainable growth rather than speculative hiring.
Employment, litigation, and real estate are all forecast to remain active areas of recruitment across the North West.
