Legal Assistant – Intermediate - Hire or get hired
Your complete guide to the Legal Assistant – Intermediate Role: Duties, salary & hiring tips
Purpose of the Legal Assistant – Intermediate
The Intermediate Legal Assistant supports legal teams by preparing documentation, managing files, and assisting with administrative and client service tasks.
Legal Assistant – Intermediate's duties and responsibilities
• Documentation:
Draft letters, memos, and basic legal documents.
• File Support:
Maintain client files, both electronic and paper-based.
• Client Service:
Liaise with clients for updates and documentation.
• Scheduling:
Book appointments, court dates, and travel when required.
• Admin Support:
Assist legal team with day-to-day administrative duties.
Draft letters, memos, and basic legal documents.
• File Support:
Maintain client files, both electronic and paper-based.
• Client Service:
Liaise with clients for updates and documentation.
• Scheduling:
Book appointments, court dates, and travel when required.
• Admin Support:
Assist legal team with day-to-day administrative duties.
Requirements and qualifications for a Legal Assistant – Intermediate
• 1–3 years’ experience in a legal admin or assistant role
• Good understanding of legal terminology and procedures
• Proficiency in MS Office and document management systems
• Strong organisational skills and attention to detail
• Customer-focused and professional communication style
• Good understanding of legal terminology and procedures
• Proficiency in MS Office and document management systems
• Strong organisational skills and attention to detail
• Customer-focused and professional communication style
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Legal Market Update
The legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of firms struggling to fill these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of firms using their services, while job boards (40%) and referrals (40%) serve as supporting channels.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
