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I’m at 50% and it is fantastic.
Not at all. My firm is very accommodating for the people they want to keep long term.
I am! It’s awesome. But you have to be good about holding boundaries and work for partners who aren’t jerks about needing to turn down work that would put you way over the top. Also I’m a litigator, so my schedule is a little more predictable than what I understand the transactional side of things to be. So YMMV depending on practice area.
I did 60-70% for a year. It was an improvement but didn’t cut down on the unpredictability and need to be available on demand and at odd hours, so ultimately it didn’t solve for the issues I needed addressed to make it sustainable (for me) with small kids.
Former BigLaw litigator. I did 80% after baby 1, tried to quit a few months after returning from baby 2 and they convinced me to try 60%. 80 felt constantly hard to juggle and there really was a huge difference with 60. It was very manageable, with a lot of flexibility for kids being sick and taking vacations. I had much more time to be the mom I wanted to be while still having some long days and evenings when needed. But, there didn’t seem to be any path forward where I wouldn’t need to scale back up at some point. I would never be happy going back up so I decided to leave. For those years and the $ it was well worth it.
F
From a firm perspective, I’ve heard that 60% is where many firms start evaluating whether a different arrangement (like hourly) is a better fit. That perspective may be different within your team.
At an individual level, if you have not already reduced your schedule, I might start with 80. It really takes some effort to actually reduce your workload and you may not want to cut your pay to 70% if you’re not able to reduce your workload to that point.
Rising Star
Totally. Ask for whatever you want.