New York, NY – August 29, 2025 – As summer winds down and law firms across the U.S. gear up for stricter return-to-office (RTO) mandates, many are designating August as a transitional “Work From Anywhere” period to soften the blow of shifting to four days in the office per week. This hybrid-friendly month, often featuring extended remote allowances, reflects a broader trend in Big Law where firms balance client demands for collaboration with employee preferences for flexibility. With over half of U.S. law firms now requiring at least three in-office days—and a growing number, like Paul Weiss and WilmerHale, mandating four—August serves as a buffer to boost morale, reduce burnout, and ease the adjustment before fall’s intensity hits. According to a 2025 Thomson Reuters Institute report, legal professionals report higher satisfaction with such phased approaches, which can enhance productivity and retention amid evolving hybrid models.
The “Work From Anywhere August” initiative, popularized by firms like Hogan Lovells and Ropes & Gray, allows attorneys and staff to work remotely for the last two weeks of the month (August 18-29), providing a final taste of summer freedom before Monday-through-Thursday in-office requirements kick in post-Labor Day. This isn’t just a perk; it’s a strategic move to address pushback from associates who value the work-life balance proven effective during the pandemic. As one DLA Piper executive noted, “Some of it is associates wanting more in-office time, some of it is just work levels,” but easing the transition helps maintain high billable hours—peaking at hybrid ratios of one to two remote days per week.
The Rise of Four-Day Mandates: A Post-Pandemic Shift
The push toward four in-office days accelerated in 2025, driven by client expectations for in-person collaboration and firms’ needs to foster mentorship and culture. Top Am Law 100 players like Davis Polk, Skadden, Weil Gotshal, and Vinson & Elkins pioneered the model in 2023, citing benefits like enhanced training and professional development. By March 2025, WilmerHale and Paul Weiss upped their requirements from three to four days, effective April, emphasizing “extraordinary service” through physical presence. Hogan Lovells followed in June, mandating four days starting post-summer with carve-outs for holidays. Duane Morris joined in July, aligning with peers like Latham & Watkins, which requires New York attorneys to be in-office four days from January 2025.
Not all firms are rushing: Cadwalader sticks to three days, tracking attendance for evaluations but avoiding stricter rules. Sullivan & Cromwell mandates five days, while others like Quinn Emanuel offer full remote options. A 2025 Hildebrandt Consulting report predicts continued optimism for hybrid models, with firms investing in AI and wellness to offset RTO fatigue.
Strategies for Easing the Transition: Flexibility Meets Structure
Firms aren’t imposing mandates without support; many are using August—and beyond—as a testing ground for hybrid success. Common tactics include:
- Extended Remote Periods: Paul Weiss offers remote options the last two weeks of August, Thanksgiving week, and December holidays. Hogan Lovells mirrors this for the end of August through early September, aligning with school calendars. DLA Piper provides similar buffers, emphasizing collaboration’s role in growth.
- Remote Day Banks: Davis Polk introduced a “bank” of 16 flexible remote days annually (five for 2023 starters), plus slow-period allowances like Christmas week. This allows personalization, reducing resentment.
- Wellness and Morale Boosts: Ropes & Gray ties the policy to professional development, offering optional remote weeks like the last two of August. A 2025 LHH report highlights expanded wellness programs, with 79% of CEOs predicting a return to pre-pandemic norms but prioritizing mental health. Firms like WilmerHale focus on “talent development” through in-person sessions, easing the shift with phased implementation.
- Technology and Communication: To mitigate isolation, firms integrate AI tools for remote collaboration and clear memos explaining rationales, like Paul Weiss’s emphasis on “in-person collaboration.” A Thomson Reuters survey shows 86% of legal pros with firm experience support such strategies for efficiency.
| Firm | Policy Details | Transition Ease Measures |
|---|---|---|
| Paul Weiss | 4 days/week from April 30 (Mon-Thu) | Remote end of August, Thanksgiving, Dec holidays; focus on talent development |
| DLA Piper | 4 days for U.S. corporate attorneys (up from 3) | Practice group discretion; August buffers; evaluation tie-ins for collaboration |
| Hogan Lovells | 4 days/week post-summer | Last two weeks of August remote; holiday carve-outs |
| Duane Morris | 4 days Mon-Thu post-Labor Day | Aligns with peers; emphasis on culture and mentorship |
| Latham & Watkins | 4 days for NY attorneys from Jan 2025 | No mandatory days; flexible choice to support training |
Challenges and Future Outlook: Balancing Retention and Productivity
While four-day policies aim to rebuild culture—addressing mentorship gaps noted in a 2025 NALP study—challenges persist. Younger attorneys report higher satisfaction with remote options, and rigid mandates risk turnover to flexible competitors like Quinn Emanuel. A Resume Builder survey indicates one in four firms plans stricter RTO in 2025, but backlash could drive lateral moves. KPMG’s 2025 outlook predicts AI integration and wellness investments will help, with 79% of CEOs eyeing pre-pandemic norms but prioritizing well-being.
Experts like those at Major Lindsey & Africa recommend tailored communications and perks to foster buy-in, ensuring August’s flexibility sets a positive tone. As one recruiter noted, “When the environment is nurturing, associates will naturally want to be present.” With economic optimism for 2025—fueled by M&A rebounds—firms easing the switch may retain talent while meeting client needs.