Sean Cully, Associate Director, discusses the Northern Irish private practice market in 2025 and shares his predictions for the year ahead.
From Sean Cully
The Northern Ireland private practice market has experienced a steady year in 2025, with demand for legal talent concentrated in corporate and commercial law, property and conveyancing, and litigation and dispute resolution.
Belfast continues to be the main hub for hiring, particularly for mid-level and senior associates, reflecting the concentration of larger commercial practices and cross-border work.
Smaller and regional firms
Smaller and regional firms face ongoing recruitment challenges. With fewer candidates available locally, these practices are increasingly competing for talent with Belfast-based firms and, in some cases, larger UK or international firms.
Belfast continues to be the main hub for hiring, particularly for mid-level and senior associates.
This has led to a heightened focus on offering career development opportunities, flexible working arrangements, and exposure to diverse matters to attract and retain solicitors outside the capital.
Options for NQs
For newly qualified (NQ) solicitors, the market remains selective. Firms are prioritising candidates who can demonstrate practical experience, sector-specific knowledge, or commercial awareness, rather than purely academic credentials.
This trend has encouraged some NQs to explore boutique or regional firms, where they can gain broader responsibility and client-facing experience early in their careers.
Experience in demand
Mid-level and senior hires continue to be in high demand, especially in commercial and property law. Firms are keen to secure candidates capable of managing complex workloads and client relationships in a competitive market.
Salary growth remains moderate, but incentives such as flexible working, professional development, and varied casework are becoming increasingly important in attracting and retaining top talent.
Firms are keen to secure candidates capable of managing complex workloads and client relationships in a competitive market.
Looking ahead to 2026, the recruitment market is expected to remain competitive. Firms that can combine career progression, supportive work environments and flexibility will have the advantage in securing quality candidates, while smaller and regional practices may need to innovate to maintain their workforce and remain competitive.
