Ward: Joint working needed to address challenges of working in the law
There are good levels of job satisfaction across the conveyancing and probate communities regulated by the Council for Licensed Conveyancers (CLC) – but workloads are high, according to new research.
Most of the respondents to the independent study commissioned by the CLC from Enventure Research reported positive experiences across a range of workplace measures – such as doing interesting and rewarding work and having a good salary – but they varied depending on role, seniority and individual characteristics.
“Overall, the findings suggest that workplace cultures within the conveyancing and probate sector are generally positive and collaborative,” it said. “Most respondents report that they feel respected and valued at work and that colleagues work well together.”
The Workplace and Diversity Survey 2025 was based on surveys of 733 CLC lawyers and managers, CLC-regulated practices and others working in those practices.
Some 72% of CLC lawyers and managers, and 80% of other staff, said they were satisfied with their job over the last 12 months. More than half of all respondents have worked in conveyancing and probate for more than 20 years.
They most commonly attributed this job satisfaction to a positive working environment, supportive employers, a good work-life balance and how staff are supported when they return from parental leave.
CLC lawyers were more likely to report workload pressures and lower satisfaction levels, “which likely reflects the operational demands associated with client-facing, fee-earning roles”, researchers said.
Over half of CLC lawyers and managers said they frequently worked beyond their contracted hours, and almost two-thirds have felt unable to cope with workload at least sometimes, including a sixth (17%) who reported doing so frequently.
“Most practices take a diverse approach to managing and monitoring employee workload. Primarily these are through regular one-to-one meetings with a manager and/or team meetings to redistribute tasks where needed,” Enventure said.
“Just under half of practices also use capacity or resource planning tools, set caseload limits and monitor work hours and overtime.”
One in 10 CLC lawyers and managers reported commercial pressures frequently affecting the delivery of good customer service, while a further 35% said this occurred sometimes. This linked with job satisfaction.
Meanwhile, most (91%) said they rarely or never experienced pressure to compromise professional or ethical standards.
These were “isolated instances of ethical pressure” but this was not widespread or systemic, the research said.
Experiences of non-inclusive behaviour were mostly from clients or members of the public, rather than internally from colleagues or managers.
Almost a quarter of respondents said they may consider changing roles, reducing working hours or moving organisations but remaining in the same sector in the next 12 months.
Almost all respondents (97%) said they would be willing to raise concerns to the CLC if they believed professional standards had been compromised, and over 90% were aware that CLC code of conduct applied to everyone working for a CLC-regulated practice.
Despite three-quarters of CLC lawyers and managers being women, men remain more likely to occupy managerial roles, be in the highest salary bands and be more satisfied with their job and workplace. Those with disabilities also reported less positive workplace experiences.
On pay, most CLC lawyers earned between £40,000 and £60,000, and managers around £90,000.
The profession is predominantly White (89% of practitioners), although there is greater ethnic diversity at the younger end, while lawyers and managers come from a wide range of socio-economic backgrounds.
Those from professional or higher socio-economic backgrounds “appear somewhat more represented in senior roles”.
Two-fifths of respondents care for children or dependents in some capacity and the research found flexible working is widespread.
Enventure stressed that the inequality or discrimination that may exist for certain groups were not more prevalent in the CLC-regulated community than elsewhere in the legal profession.
Stephen Ward, CLC director of strategy and external relations, said: “This report paints a detailed and positive picture of our profession and is a vital resource for understanding what it is really like to work in the sector regulated by the CLC.
“We are committed to using these insights to shape the CLC’s future work with the profession, in which people feel valued, supported and are able to deliver high-quality legal services.
“The insight from this report also help us engage with the wider legal profession so we can jointly tackle issues around inequality that are a feature of working in the law.”
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