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The legal industry has experienced a notable shift in recent years, not only in the tools and technology used but also in how law firms and in-house legal departments manage their teams. As workloads fluctuate, traditional staffing models are adapting to embrace greater flexibility. Both law firms and corporate legal teams are increasingly turning to temporary hires, making fixed-term and interim contracts popular solutions for managing resources more dynamically. But what are the differences between these models, and which one is best for your team?
The Rise of Temporary Legal Professionals
Temporary legal roles offer an innovative solution for managing fluctuating demand in both law firms and corporate legal departments. For firms, it means keeping up with workload without committing to a permanent headcount, while in-house teams can ramp up support for critical projects or short-term spikes in activity. For legal professionals, temporary roles provide flexibility, the chance to explore various projects, and control over their work-life balance.
Fixed-term and interim contracts offer unique advantages for legal departments and law firms. Let’s take a closer look at both options to help determine which one might be the best fit for your team.
What is a Fixed-Term Contract?
A fixed-term contract is an employment arrangement for a defined period, commonly used to cover extended projects, periods of leave, or specific needs where continuity is key. For example, a law firm may bring on a fixed-term junior associate to cover a parental leave, ensuring the client work continues seamlessly. Similarly, an in-house team might use a fixed-term contract to support long-term regulatory projects or compliance initiatives. These roles typically provide the same benefits as permanent positions, but end at a set date.
While fixed-term contracts provide stability, they lack the flexibility of interim roles. If the project wraps up early, the firm may still need to continue the contract unless otherwise agreed. Additionally, if a recruiter sources the candidate, an agency finder’s fee is often involved, adding to the cost. Nevertheless, for legal teams needing stability and consistency, particularly for ongoing client work, fixed-term contracts are a solid choice.
What is an Interim Contract?
Interim contracts are often used by law firms and in-house teams needing immediate or short-term support. These roles are commonly filled through agencies, which handle payroll, administrative tasks, and compliance, making it easier for the firm to bring someone on board quickly—sometimes within 24 hours.
Interim contracts work well in situations with uncertain timelines or fluctuating project demands. For instance, a firm conducting a large document review can bring in interim lawyers and reduce the team as the review nears completion, allowing for dynamic scaling of resources. In-house teams may engage interim legal professionals for urgent contract negotiations, regulatory reviews, or when specialised expertise is needed for a limited period.
Pros and Cons of Fixed-Term vs Interim Contracts
Fixed-Term Contracts:
- Pros: Well-suited for longer-term projects; provides continuity; integrates candidates more fully within the team structure.
- Cons: Limited flexibility if project needs change; often includes additional costs such as payroll, benefits, and a finder’s fee.
Fixed-term contracts work well when stability and continuity are essential. Law firms, for example, may use fixed-term roles to cover ongoing client engagements or long-term regulatory matters. In-house teams might consider fixed-term contracts for projects like compliance overhauls or extended legal reviews.
Interim Contracts:
- Pros: Highly flexible; ideal for short-term, urgent, or unpredictable projects; agency-managed payroll and compliance reduce administrative work.
- Cons: Higher costs on a daily basis; candidates may not fully integrate into the company culture.
Interim contracts are ideal for scaling resources quickly, especially when a firm needs rapid, flexible support—such as overflow work, specialised expertise, or support during seasonal peaks. In-house legal teams may find interim support invaluable for product launches, handling an influx of contract reviews, or preparing for major regulatory changes.
Deciding Which Model is Right for You
Both fixed-term and interim contracts offer effective ways to manage temporary workload increases without the need for permanent hires. The right model depends on your team’s specific needs:
- For ongoing projects or roles with clear timelines, a fixed-term contract offers stability and predictability. Law firms can leverage this model for sustained client work, and in-house teams can use it for long-term strategic projects.
- For urgent or variable work, an interim contract provides flexibility to scale up or down as needed. This model is perfect for time-sensitive tasks in law firms, such as large-scale reviews, or in-house legal teams facing temporary demands or specialised needs.
The introduction of temporary roles has transformed legal resource management, enabling firms and corporate legal departments to be more agile and responsive. By selecting the right model for each situation, teams can optimise their resource allocation, balancing flexibility and stability to meet budgetary and operational goals.
If you’re considering fixed-term or interim hires and want to explore the best options for your law firm or in-house team, feel free to reach out to us at Accutrainee. We’re here to help you design a resourcing strategy that meets your team’s unique needs.
