2015/16 AUSTRALIAN SALARY & EMPLOYMENT OUTLOOK LEGAL & COMPLIANCE. Legal /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

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1 2015/16 AUSTRALIAN SALARY & EMPLOYMENT OUTLOOK Legal /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

2 OVERVIEW SIGNIFICANT NUMBERS OF PRIVATE PRACTICE CANDIDATES WHO HAVE BEEN DISSATISFIED WITH THEIR ROLES ARE NOW TAKING THE OPPORTUNITY TO MAKE A MOVE, EITHER LATERALLY TO ANOTHER FIRM, OR IN-HOUSE. PRIVATE PRACTICE LAW FIRMS While growth across the board in private practice is slightly down, in the past months we have seen a notable increase in hiring from top tier and mid tier law firms in specific areas. Cost control pressure remains on firms both internally and from clients, however in certain sectors, the majority of firms have now shifted to an expansion agenda with a focus on revenue growth. These sectors are corporate and commercial, mergers and acquisitions, banking and finance, property and construction, information technology and intellectual property. The most noteworthy trend is the increase in hiring activity in transactional roles. The cause of this has been two fold; firstly partners at top and mid tier firms are reporting a modest increase in M&A, commercial, property, construction and banking transactional activity, which is opening up positions within firms. Secondly, given there hasn t been a significant amount of opportunity for candidates to move laterally around the market in these areas in the past few years, significant numbers of private practice candidates who have been dissatisfied with their roles are now taking the opportunity to make a move, either laterally to another firm, or in-house. This has caused the candidate market churn that typically occurs following a prolonged and sustained stagnant-to-moderate growth period in a particular hiring market. The most common reason candidates are currently looking to move laterally among firms is lack of career progression clarity, personality issues with partners, looking for a better work/life balance and seeking more interesting and sophisticated work (the latter usually prompting a move to a larger top tier or international firm). In terms of candidate seniority, the majority of demand has been in the 3-6 year PQE space and at the senior associate level. We are also seeing demand for moves at the partner level, with the most significant challenges being the alignment of goals and values between the new firm and the incoming partner, as well the significant /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

3 OVERVIEW challenge for an incoming partner to establish and substantiate precisely which clients will follow them across to the new firm. Firms remain very selective about candidates that they are willing to consider, for the 3-6 year PQE range usually they will need to come from an analogously well regarded firm. At the senior associate level, often they will be required (in addition to demonstrating the requisite technical skills) to demonstrate strong performance in client development and show that they will be able to assimilate with the new firm s goals and values. The other side of the coin, is that lawyers who fit the above mentioned profile are seeing demand from multiple potential employers, so there is corresponding pressure on the firms to (in the case of 3-6 year PQE lawyers) establish a genuine point of difference against other firms (the well worn line great culture no longer holds currency), a well defined career path and usually an improvement in the expected work/life balance. At the senior associate level, prospective employers need to illustrate a very structured pathway to partnership, with required revenue targets and expected timing set out. IN-HOUSE In certain industries we are seeing a gradual increase in hiring activity for in-house roles, albeit at a slower pace than their private practice counterparts. There are still several institutions that remain under hiring freezes or are subject to strict hiring constraints in their legal teams and reducing legal costs is still a consideration at the forefront from the board level of most of the ASX listed companies. This is being addressed by hiring mid-level lawyers permanently in-house to take care of more straightforward work that used to be outsourced to private practice lawyers, hiring temporary legal resources (so that the legal team can upscale and downscale very quickly in the event of a regulatory inquiry or major transaction), requesting larger numbers of secondees from their suppliers (this is a major trend and frequently secondees are being supplied at no charge to the client) and utilising legal service outsourcing resources. We are also seeing an increase in the prevalence of more flexible arrangements for lawyers, such as job sharing and part time job models, as well temporary and fixed term contracts (usually 6-12 months). In terms of specific sector growth, it is in the financial services sector that we are seeing the most interesting paradox. While generally speaking institutional revenue growth and headcount /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

4 OVERVIEW growth in revenue generating roles is stagnantto-moderate, the amount of work that the legal, compliance and risk management teams are being required to do is constantly increasing. A significant portion of this is driven by the heavy amount of ASIC and APRA regulatory activity, as well as activity in respect of international regulatory requirements under Dodd Frank (United States) and EMIR (Europe). In addition to regulatory advisory roles, we are also seeing a slight increase in activity in the M&A and commercial space in financial services institutions. The other industries in which we are seeing the most significant demand for in-house hires have been in infrastructure, property and construction, information technology, media, energy, superannuation, insurance, private wealth and banking. The demand in the infrastructure, property and construction industries is expected, given the significant number of large infrastructure projects and new property developments in New South Wales and Victoria. The same can be said for information technology, given the ongoing development and growth of the sector s products and services. Newcomers to the Australian market in the information technology and media industries are also creating new opportunities, although it will likely take several years for legal teams to grow in those businesses. We have also seen some increase from the government sector, especially in New South Wales and Victoria. We expect to see continued moderate growth in the in-house sector across these areas throughout the financial year. COMPLIANCE (FINANCIAL SERVICES) We are seeing steady growth in compliance hires. A significant amount of this growth is in the Anti- Money Laundering (AML), Combating the Financing of Terrorism (CFT) and Know Your Client (KYC)/onboarding roles. We are also seeing an increase in demand for specific product compliance specialists (most notably OTC derivatives specialists), control room and surveillance roles and licensing and regulatory advisory positions. This activity is driven by international regulatory requirements, as well as requirements set forth by ASIC, AUSTRAC and APRA. This demand is spread reasonably evenly between permanent hires, fixed term contracts (usually 6-12 months) and temporary hires /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

5 KEY INSIGHTS As a solution to short-term growth and cost reduction issues, employers are requesting larger numbers of secondees and more frequently they are requiring that they be provided at no cost. We expect this trend to increase over the short to medium term as employers look to continually reduce legal costs and firms seek to compete for business and retain/win coveted panel appointments. Do survey respondents expect to grow their teams this year? Do survey respondents feel their current budget allocation is enough? 47 % 43 % 55 % YES NO YES 11 % UNSURE 45 % NO Levels of experience in highest demand Do survey respondents expect their direct employees to receive a salary increase? 26 % 5 % 51 % Specialists Entry level Mid level 82 % YES 3 % Senior management 15 % Management 18 % NO /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

6 KEY INSIGHTS A large number of firms and in-house teams have commented that that the most effective way that they attract talent is their strong company culture. This perception presents an interesting juxtaposition with the frequent candidate comment that through the interview process it is often difficult to distinguish points of difference in the culture of similar sized firms and in-house legal teams. Top talent attraction methods used * Top talent retention methods used * y to learn 37 % 71 % 37 % 24 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work/life balance initiatives 39 % 68 % 63 % 32 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work / life balance initiatives 11 % 11 % 63 % Global career opportunities Other 5 % 11 % 61 % Global career opportunities Other * Respondents could select more than one answer. * Respondents could select more than one answer. Survey respondents average team working hours Work/life balance options already on offer to survey respondents * 45 % 50 hours or more 3 % Less than 37.5 hours 16 % hours 34 % hours Sabbaticals Increased maternity/paternity leave Work from home options Flexible working hours Alternate leave options (e.g. volunteering) Team building/offsite activities Other * Respondents could select more than one answer. 21% 45% 68% 74% 24% 26% 16% /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

7 SALARY TABLES PRIVATE PRACTICE LAW FIRMS State NSW VIC Lawyer Top Tier Lawyer Mid Tier Lawyer Boutique State QLD WA Lawyer Top Tier Lawyer Mid Tier Lawyer Boutique State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Salary $ 000 $ 000 $ 000 $ 000 Lawyer Top Tier Lawyer Mid Tier Lawyer Boutique Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

8 SALARY TABLES IN-HOUSE GENERAL COUNSEL State NSW VIC General Counsel ASX General Counsel Mid Cap General Counsel SME State QLD WA General Counsel ASX General Counsel Mid Cap General Counsel SME State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Salary $ 000 $ 000 $ 000 $ 000 General Counsel ASX General Counsel Mid Cap General Counsel SME Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

9 SALARY TABLES IN-HOUSE LAWYERS State NSW VIC Lawyer IT/Telcos Lawyer Retail/FMCG Lawyer Manufacturing/Industrial Lawyer Energy/Resources Lawyer Property/Construction/ Infrastructure Lawyer Public Sector Lawyer Financial Services Lawyer Compliance Counsel Lawyer Media & Entertainment Lawyer Travel & Transport Lawyer Pharmaceutial, Health & Medical State QLD WA Lawyer IT/Telcos Lawyer Retail/FMCG Lawyer Manufacturing/Industrial Lawyer Energy/Resources Lawyer Property/Construction/ Infrastructure Lawyer Public Sector Lawyer Financial Services Lawyer Compliance Counsel Lawyer Media & Entertainment Lawyer Travel & Transport Lawyer Pharmaceutial, Health & Medical Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

10 SALARY TABLES IN-HOUSE LAWYERS State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Salary $ 000 $ 000 $ 000 $ 000 Lawyer IT/Telcos Lawyer Retail/FMCG Lawyer Manufacturing/Industrial Lawyer Energy/Resources Lawyer Property/Construction/ Infrastructure Lawyer Public Sector Lawyer Financial Services Lawyer Compliance Counsel Lawyer Media & Entertainment Lawyer Travel & Transport Lawyer Pharmaceutial, Health & Medical Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

11 SALARY TABLES COMPANY SECRETARY State NSW VIC Company Secretary ASX Company Secretary Mid Cap Company Secretary SME State QLD WA Company Secretary ASX Company Secretary Mid Cap Company Secretary SME State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Salary $ 000 $ 000 $ 000 $ 000 Company Secretary ASX Company Secretary Mid Cap Company Secretary SME Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

12 SALARY TABLES COMPLIANCE FINANCIAL SERVICES State NSW VIC Head of Compliance Big 4/International IB Head of Compliance Mid Sized Bank/Asset Manager Head of Compliance SME Compliance Manager Big 4/International IB Compliance Manager Mid Sized Bank/Asset Manager Compliance Manager SME State QLD WA Head of Compliance Big 4/International IB Head of Compliance Mid Sized Bank/Asset Manager Head of Compliance SME Compliance Manager Big 4/International IB Compliance Manager Mid Sized Bank/Asset Manager Compliance Manager SME State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Salary $ 000 $ 000 $ 000 $ 000 Head of Compliance Big 4/International IB Head of Compliance Mid Sized Bank/Asset Manager Head of Compliance SME Compliance Manager Big 4/International IB Compliance Manager Mid Sized Bank/Asset Manager Compliance Manager SME Please note: 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

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