Legal Assistant – Senior - Hire or get hired
Your complete guide to the Legal Assistant – Senior Role: Duties, salary & hiring tips
Purpose of the Legal Assistant – Senior
The Senior Legal Assistant provides experienced support to lawyers and partners, managing a variety of legal administrative tasks and contributing to case preparation and file management.
Legal Assistant – Senior's duties and responsibilities
• Legal Support:
Prepare legal documents, contracts, and briefs for senior lawyers.
• File Management:
Organise case files, discovery materials, and court documents.
• Client Correspondence:
Draft routine letters and communicate with clients.
• Billing & Timekeeping:
Assist with billing entries and maintaining accurate time records.
• Team Coordination:
Support junior assistants and contribute to knowledge sharing.
Prepare legal documents, contracts, and briefs for senior lawyers.
• File Management:
Organise case files, discovery materials, and court documents.
• Client Correspondence:
Draft routine letters and communicate with clients.
• Billing & Timekeeping:
Assist with billing entries and maintaining accurate time records.
• Team Coordination:
Support junior assistants and contribute to knowledge sharing.
Requirements and qualifications for a Legal Assistant – Senior
• 3–5 years’ experience in a legal assistant or secretarial role
• Strong document management and legal admin skills
• Familiarity with court processes and legal software
• Excellent written and verbal communication
• Ability to manage competing priorities and meet deadlines
• Strong document management and legal admin skills
• Familiarity with court processes and legal software
• Excellent written and verbal communication
• Ability to manage competing priorities and meet deadlines
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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.
