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Survey_LawBriefings.pdf
13 November 2020
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A vast majority of the U.S. lawyers want to return to work in the office

A large majority of U.S. attorneys prefer to return to the office, according to the results of a survey conducted by the Gensler Law Firm. 

Specifically, 74% of the lawyers surveyed are willing to return to work in the office, while 26% prefer a flexible workplace arrangement.

Another interesting data shows that 9% of the lawyers had a teleworking experience prior to the arrival of COVID-19, while a third of the lawyers had the possibility to work from home.

Among the main reasons for lawyers to want to work in offices are

- Face-to-face interaction with colleagues.

- Scheduled meetings with co-workers.

- Socialization.

- Meetings with clients.

- Feeling part of a community.

60% of respondents confirm that it is more difficult to collaborate with colleagues from home. On the other hand, 52% of respondents felt that it was difficult to keep up to date with the work being done by some of their colleagues.

Many lawyers would feel comfortable going back to the office as long as measures are implemented in the office to ensure hygienic security and social distancing.

Among the most important measures that lawyers want the firms to implement are

- Increase social distance (72%).

- Increase working hours at home (66%).

- Adopt a shift schedule or a variety of working hours (60%).

- Adding an office temperature meter (60%).

- Reduce the number of co-working areas (59%).

The survey has been conducted with over 2,300 U.S. workers from all industries, where we gather in this article the answers given by lawyers. This survey was conducted between 16 April and 4 May 2020. Find the survey attached to this article.

Copyright © The Impact Lawyers. All rights reserved. This information or any part of it may not be copied or disseminated in any way or by any means or downloaded or stored in an electronic database or retrieval system without the express written consent of The Impact Lawyers. The opinions expressed in this article are those of the authors and do not necessarily reflect the positions or policies of The Impact Lawyers.
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