Linklaters launches new global agile working policy

Linklaters has adopted a new global agile working policy, with a particular focus on remote working, that empowers Linklaters employees to determine where they get their work done, without having to request permission.

Under the new global policy employees will be able to work remotely, for up to 20-50% of their time, as long it is communicated to teams in advance and operational roles are fulfilled. The policy captures the lessons learned from remote working during the Covid-19 pandemic, reflecting that high-quality work can be delivered whilst working remotely, supported by the firm’s longstanding investment in robust technology. This is a long-term agile working policy, intended to apply beyond Covid-19 restrictions and offices will continue to follow the most recent Covid-19 guidance applicable in their jurisdiction on returning to the office.

Linklaters is also further encouraging open and continuous dialogues across the firm on what agility individuals might want as they return or consider returning to the office, including:

  • Flexible start and finish times;
  • Modified daily ‘core’ hours; and
  • Modified hours to allow for commitments outside of work.

The firm is committed to ensuring that each conversation will start with a “yes” to exploring the possibilities as Linklaters continues to foster an inclusive culture enabling people to determine when, where and how they get their work done.

Although agile working arrangements are already adopted by many lawyers and business teams, Linklaters is ensuring greater consistency across its offices, driving forwards the firm’s commitment to being an employer of choice for working parents and to advance gender equality both in the workplace and at home. The policy allows for local flexibility, with partners, business team leaders and HR managers implementing the policy within local offices’ existing agile working plans.

This follows key changes to the firm’s UK formal flexible working policy enabling any employee to request a formal flexible working arrangement, no matter how long they have been employed by the firm, without having to explain the reasons for their request.

Andrea Arosio, Managing Partner of Linklaters in Italy and member of Linklaters’ Global People Committee, comments:

“The Covid-19 pandemic and our enforced remote working experiment has given us an opportunity to take stock and revisit how we approach agile and remote working. Our recent experience has demonstrated that, whilst we are a people-focussed business and collaboration is key, remote working has worked remarkably well and we can deliver high quality work whilst working remotely. Conversely, it has also reinforced the huge benefits we and our clients obtain from face to face interaction and the value of our offices as hubs of teamwork and learning and this policy does not detract from that.

Being agile is essential to our business, meeting the needs of our people and our clients. We are committed to fostering our agile culture which encourages our people develop working arrangements which suit their needs along with those of the firm and our clients.”