Legal Assistant – Junior - Hire or get hired
Your complete guide to the Legal Assistant – Junior Role: Duties, salary & hiring tips
Purpose of the Legal Assistant – Junior
The Junior Legal Assistant supports legal teams with basic administrative tasks, assisting in file maintenance, documentation, and daily workflow under close supervision.
Legal Assistant – Junior's duties and responsibilities
• Administrative Support:
Assist with filing, scanning, and data entry for legal matters.
• Document Formatting:
Prepare and format basic correspondence and legal templates.
• Client Contact:
Handle basic communication with clients and schedule appointments.
• File Management:
Maintain accurate and up-to-date case files.
• Team Support:
Provide ad hoc assistance to senior assistants or lawyers.
Assist with filing, scanning, and data entry for legal matters.
• Document Formatting:
Prepare and format basic correspondence and legal templates.
• Client Contact:
Handle basic communication with clients and schedule appointments.
• File Management:
Maintain accurate and up-to-date case files.
• Team Support:
Provide ad hoc assistance to senior assistants or lawyers.
Requirements and qualifications for a Legal Assistant – Junior
• 6–12 months’ experience in a legal or office admin role
• Keen interest in legal administration
• Strong organisation and attention to detail
• Good written and verbal communication
• Basic Microsoft Office and file management proficiency
• Keen interest in legal administration
• Strong organisation and attention to detail
• Good written and verbal communication
• Basic Microsoft Office and file management proficiency
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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.
