Understanding Law Firm Compensation: How to Earn a Good Salary as an Attorney

We'll also discuss law firm profit sharing and what you can expect from a typical law firm salary. So whether you're just starting out in your career or looking for a change, read on to learn more about law firm compensation systems.
 

Law Firm Compensation Model

The compensation model for most firms is typically a points or commission system. One of the clearest measures of associate pay levels in Big Law is the Cravath Scale benchmark — detailing how first-year through senior associates are compensated at elite firms. 

The Commission System

It is a performance-based model in which employees receive a percentage of the fees they generate. It can be a very lucrative arrangement, but it's also very risky. If you don't generate any fees, you won't earn anything.
 

The Points System

It is a salary-based model in which employees receive a fixed number of points each year. The firm's profits determine the value of each point. This system is less risky than the commission system but offers less earning potential.

 

Purpose of Law Firm Compensation Model

Both systems incentivize lawyers to bring in new business and your law firm's success. And while they may seem straightforward, there's a lot of room for interpretation regarding how points and commissions are calculated. That's why it's important to understand how your firm's system works and what you can do to maximize your earnings. The number of points you have determines how much money is on the table, but it's not very glamorous.


Of course, the amount of money you make is only part of the equation. It would be best if you also considered the work/life balance and whether you're working for a firm with a toxic work environment or not. But if you're looking to maximize your earnings potential, it's essential to understand how law firms pay their employees. For those preparing to move into partnership, Law Firm Partner Compensation Structures: Equity vs Non-Equity Economics and ROI explains how partner-level economics evolve beyond salary models. To unpack how law firms pay associates and partners, it’s worth reviewing law firm compensation models which explains lockstep vs merit vs hybrid approaches.

 

Law Firm Profit Sharing

In addition to your base salary, many law firms offer profit sharing. The firm will share a portion of its profits with you based on your performance. The amount of money you can earn through profit sharing varies significantly from firm to firm, but it's typically a significant amount.

For instance, if you're at a firm that generates $100 million in profits and has a profit-sharing arrangement that gives you 20% of the firm's profits, you would earn $20 million. That's a huge amount of money and can make a big difference in your career earnings potential.

Of course, profit sharing is not guaranteed. If the firm doesn't make any money, or if you don't meet your performance goals, you won't receive any profit sharing. But profit sharing can be a great way to boost your earnings if you're at a successful firm. When comparing offers you’ll want to evaluate a firm’s approach to fair and competitive compensation strategies — this guide walks you through what makes a well-balanced package.

 

Law Firm Salary

Aside from points and commissions, law firms also typically offer a base salary. It is the amount of money you'll earn regardless of how many points you have or whether the firm makes any income.

Base salaries vary greatly, depending on the size and location of the firm. For example, a small firm in a rural area might pay $50,000 per year, while a large firm in a major city might pay $200,000 per year.

Your salary is just one part of your overall compensation. You also need to consider points, commissions, and profit sharing. But if you're looking to maximize your earnings potential, it's important to understand how law firms compensate their employees. It’s helpful to understand the deeper link between firm profitability and attorney compensation, since the more a firm earns the more it can pay you — see the detailed study on the link between firm profitability and attorney compensation.

 

How Are Attorney Compensation Models Different from Law Firm to Law Firm?

While most law firms use some form of the points or commission system to pay their lawyers, there is some variation from firm to firm.

Some firms may weigh certain cases or transactions more heavily than others. It can impact your earning potential, so it's important to understand how each firm weighs different case types.

In addition, some firms may have a higher or lower overall point total for the year. It can impact your bonus potential, so it's important to ask about the firm's point totals before you accept a job.

Finally, some firms may offer profit sharing, while others do not. If you're looking to maximize your earnings potential, it's important to ask about profit sharing before you accept a job. As you plan for partnership, it’s wise to review the partner compensation by firm-size analysis — which shows how earnings scale differently in small, midsize and large firms. Looking ahead to partner level, the equity-partnership compensation perspective article explains how ownership and profit sharing change the compensation game entirely.

Attorney salaries often mirror firm success—a concept unpacked in Decoding the Link Between Law Firm Profitability and Attorney Compensation.
 

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See Related Articles:

• The Cravath Scale: A Benchmark in Legal Profession Compensation
• BigLaw Firm's Salaries and Bonus Scale
• Everything You Ever Wanted to Know about Law Firm Compensation Plans

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What Are the Benefits and Drawbacks of Different Law Firm Compensation Models?

Different law firm compensation models can have different benefits and drawbacks.

Benefits:

• Different law firm compensation models can provide more flexibility for lawyers.
• Different law firm compensation models can allow lawyers to be more innovative in their billing.
• Different law firm compensation models can better align lawyer and client interests.

Drawbacks:

• Different law firm compensation models can create confusion and complexity.
• Different law firm compensation models can be challenging to implement and manage.
• Different law firm compensation models can have unintended consequences.

Each firm's compensation model has its own set of benefits and drawbacks.

The points system is generally very transparent, so you know exactly how much you'll earn based on your performance. However, the points system can also be very competitive, leading to long hours and high-stress levels.

The commission system is generally less transparent than the points system, but it can be more lucrative. Commission-based compensation typically means you'll earn a lower base salary, but you'll have the potential to earn more through commissions. It can be a good option for self-motivated people who don't mind working hard to earn more money.

Profit sharing is another way that law firms can compensate their employees. This system can be very lucrative, but it's also very risky. You won't earn anything through profit sharing if the firm doesn't make any money. However, if the firm is successful, you could earn a large sum.

No matter what type of compensation model a firm uses, there will always be some benefits and drawbacks. It's important to understand the pros and cons of each system before you accept a job to make the best decision for your career. Compensation isn’t just about dollars — the article on compensation structures and attorney retention shows how pay designs influence career satisfaction and staying power.

If you’re curious how BigLaw associate salaries and bonuses stack up, consult the BigLaw salaries and bonus scale piece for detailed benchmarks.
 

Which Compensation Model Is Suitable for You?

There is no one-size-fits-all answer to this question. The best compensation model for you will depend on your individual career goals and objectives. The commission system may be a good option if you're looking to maximize your earnings potential. However, the points system may be a better fit if you value job security and a steady paycheck.
 

• For readers exploring how compensation evolves beyond associate salaries, check out Equity Partnership: A New Perspective on Law Firm Compensation for insights into equity partnership structures.

The bottom line is that you should choose a suitable compensation model. There is no wrong answer, so long as you're happy with your decision.
 

What is profit sharing in law firms?

Profit sharing is a system in which law firm employees receive a portion of the firm's profits. It can be a very lucrative arrangement, but it's also very risky. You won't earn anything through profit sharing if the firm doesn't make any money. However, if the firm is successful, you could earn a large sum.

Profit sharing is just one of many different law firm compensation models. If you're looking to maximize your earnings potential, it's important to ask about profit sharing before you accept a job.
 

What are the pros and cons of profit sharing?

A few pros and cons to profit sharing should be considered before deciding if it is the right fit for your business.

Pros: 

• Employees may feel more motivated to work harder, knowing they will benefit directly from the company's success.
• Profit sharing can help attract and retain top talent's interests.
• It can help create a more cohesive process and committed team.

Cons: 

• Profit sharing can be complex to administer.
• There is the potential for resentment among employees if some feel they are not receiving their fair share.
• If profits dip, employees may feel anxious or stressed about their income.
• Profit sharing can create a climate of competition rather than cooperation among employees.

Overall, profit sharing can be a great way to boost morale and motivation in the workplace, leaving attorneys satisfied. However, it's important to weigh the pros and cons carefully before deciding if it is right for your business.

 

What Should You Do If You’re Unhappy with Your Law Firm’s Compensation Model?

If you're unhappy with your law firm's compensation model, you must discuss it with your employer. Many firms are willing to negotiate salaries and bonuses, so it's always worth a try. However, if you cannot agree, you may need to look for a new job.

No matter what, it's important to remember that your career is just that: yours. You should always do what's best for you, even if leaving a job you don't love. If you're unhappy with your current situation, it's always worth trying to negotiate a better deal or find other firms.

The bottom line is that you should choose the compensation model that's right for you. There is no wrong answer, so long as you're happy with your decision. Talk to your employer about your options and make a decision that's best for your career.

 

​How Do Law Firm Salaries Compare to Other Industries?

In general, lawyers earn more than most other professionals. However, there is a lot of variation depending on the practice area, location, and experience level. If you’re targeting top earnings, you’ll want to check out the highest-paid attorney jobs guide, which maps how practice area and experience unlock premium pay.

Overall, though, lawyers tend to be well-compensated for their work. Law is an excellent field to consider if you're looking to earn a high salary.

Attorneys also benefit from knowing how firms structure fairness across titles. Our article on Fair and Competitive Compensation Strategies in Law Firms provides a big-picture view.

 

​What Are the Different Types of Law Firm Bonuses?

Law firms often offer bonuses to their employees. The most common type of bonus is the year-end bonus, which is based on the firm's profitability. Other common types of bonuses are the following:

• referral bonus
• origination bonus
• performance-based bonus

 

Referral bonuses

• These are given to employees who bring in new clients. Origination bonuses are given to employees who generate new business for the firm. Performance-based bonuses are given to employees who meet or exceed specific goals. If your firm uses bonuses or merit pay, this article on performance-based pay in law firms gives a deep dive into how such models are structured and rewarded.

Origination bonuses

• These are given to employees who generate new business for the firm. This could include bringing in new clients, coming up with new marketing ideas, or anything else that results in increased revenue for the company. These bonuses are typically a percentage of the new business generated so they can be pretty lucrative.

Performance-based bonuses

• These are given to employees who meet or exceed certain goals. The goals could be anything from billable hours to bringing in new business. These bonuses usually come in the form of a percentage of the employee's salary so they can be pretty substantial.
• Bonuses can be a great way to boost your earnings, but they're often discretionary. That means they can be reduced or eliminated anytime, so they're not guaranteed income.

Challenges with law firm profit-sharing formulas

• Profit-sharing is a type of compensation based on the firm's profitability. This can be a great way to earn more money, but it can also be very risky. You won't get paid anything if the firm doesn't make any money. Additionally, profit-sharing arrangements are often discretionary, which means they can be reduced or eliminated at any time.

So, while profit-sharing can be a great way to make more money, it's important to understand the risks involved. Talk to your employer about the different options and make the right decision for you.

 

Conclusion

There are a variety of successful law firm compensation models to choose from. Talk to your employer about the different options and choose the one that's right for you. Law is a well-compensated profession, but there is a lot of variation depending on the firm's values, practice area, location, and experience level. Consider all of these factors when making your decision. Thanks for reading!