In South Africa’s increasingly competitive legal landscape, finding great talent is only half the battle. The real challenge? Keeping it. With the demand for experienced legal professionals on the rise, law firms and corporate legal departments must look beyond remuneration to retain their top performers.
Here are key strategies to reduce turnover and build a loyal, high-performing legal team in 2025 and beyond:
- Onboarding that Sets the Tone
The first few weeks of a new legal hire’s journey are critical. Effective onboarding goes beyond admin checklists; it should introduce new hires to your firm’s culture, values, and long-term vision.
Quick Wins:
- Assign a buddy or mentor from day one
- Schedule meet-and-greets with key teams and leadership
- Clarify performance expectations and progression timelines early on
A smooth, structured onboarding experience builds confidence, engagement, and loyalty from the outset.
- Build a Culture of Mentorship
Mentorship is especially important in law, where experience and practical knowledge are invaluable. Younger legal professionals often feel adrift without guidance, and those feelings can push them to explore other firms.
Make It Work:
- Pair senior associates or partners with juniors for regular check-ins
- Formalise mentorship with set goals and feedback loops
- Recognise and reward mentors for their role in team development
When mentorship is embedded into your firm’s culture, junior talent sees a clear path forward—within your organisation.
- Invest in Learning & Development
The legal profession is evolving. With shifts in data privacy, ESG, and legal tech, ongoing professional development is essential to retain ambitious legal minds.
Offer More Than CPD:
- Sponsor advanced diplomas or certifications in niche practice areas
- Host internal knowledge-sharing sessions
- Invite guest speakers to address industry trends and innovations
When legal professionals feel they’re growing, they’re less likely to grow restless.
- Recognition & Respect Go a Long Way
Law is a high-pressure industry. Recognition doesn’t have to be grand to be impactful—sometimes a small “thank you” after a long case or acknowledgment in a team meeting can make a big difference.
Ideas to Try:
- Implement monthly or quarterly recognition awards
- Celebrate work anniversaries and milestones
- Create space for open feedback and show you act on it
Showing consistent appreciation helps build a supportive environment where legal professionals feel seen and valued.
- Foster Flexibility and Wellbeing
Hybrid work, mental health support, and flexibility are no longer nice-to-haves. Especially in South Africa’s current legal climate, where burnout is rampant and work-life balance is top of mind.
Actionable Steps:
- Allow flexible working hours where possible
- Provide access to wellness resources or counselling services
- Encourage boundaries to avoid 24/7 “always on” culture
Retention is no longer just about the paycheque. It’s about the full experience.
Hiring may fill the gap, but retention builds the future. South African law firms and legal departments that invest in their people—through onboarding, mentorship, growth, recognition, and wellbeing—will be the ones who thrive in 2025.
At Dante Personnel Recruitment, we don’t just help you find legal talent. We help you keep it.
Ready to hire smarter and retain better? Let’s talk.