Avoiding Problems with Locum Lawyers: Advice for Employers

Locum lawyers provide a valuable service for law firms by offering temporary support during periods of staff shortages, such as maternity leave, illness, or sudden increases in workload. However, to make the most of this arrangement and avoid common pitfalls, it’s essential to manage the relationship effectively. Here’s a guide for employers on how to avoid problems when using locum lawyers.

1. Thorough Vetting and Interview Process

Before hiring a locum lawyer, conduct a thorough vetting process. This includes verifying their qualifications, practising certificates, and previous work experience. Ask for references whenever possible (its not always possible due to a lot of law firms refusing to provide them – this is definitely another article!). According to Interim Lawyers, even if the locum comes highly recommended, it’s crucial to conduct an initial interview, preferably via Zoom, to assess their fit with your firm’s culture and their ability to handle the specific legal challenges they will face.

2. Clear Contractual Terms

Ensure that the contract outlines all terms clearly, including duration, responsibilities, remuneration, and confidentiality agreements. Be wary of hidden clauses such as minimum working hours or cancellation fees, which can lead to unexpected costs. Interim Lawyers offer a standard locum agreement that can be e-signed by both parties and includes a 7 day notice period as standard from either side. The agreement also includes a dissatisfaction process to deal with any issues quickly and fairly for both parties. Don’t forget – locums are not employees – this is a business to business relationship.

3. Effective Onboarding

Despite their adaptability, locum lawyers benefit from a comprehensive induction process. Introduce them to your firm’s policies, procedures, and key team members. Providing a clear overview of expectations and access to necessary resources, such as IT systems and administrative support, is vital for their seamless integration. Regular check-ins can help address any issues promptly. Don’t assume locums know what they are doing from the moment they step through the door. Some firms fail abysmally here and just leave locums to figure everything out themselves, which doesn’t always go well.

4. Maintain Open Communication

Fostering an environment of open communication is crucial. Regular meetings and feedback sessions can help resolve potential issues early. Encourage them to ask questions and provide constructive feedback to help them improve their performance. Never just leave locum solicitors in a room and expect them to be productive. They need supervising and checking regularly as well as faciliating a line of communication so they can ask questions.

5. Monitoring Performance

Set clear performance benchmarks and regularly review the locum’s work to ensure it meets your firm’s standards. Monitoring their productivity and providing timely feedback can help avoid misunderstandings and ensure high-quality output. Evaluating the locum’s performance at the end of their assignment can also provide valuable insights for future engagements. Spell out to the locum what you want them to do – locums will not generate new leads for you but they will chase up matters and do the ordinary work of a fee earner. Make sure you explain what you expect at the outset, but be realistic.

6. Ensuring Compliance with Legal Standards

Ensure that the locum lawyer complies with all relevant regulatory and professional standards. This includes verifying their practising certificate and adherence to your firm’s confidentiality and data protection policies. You can provide any relevant policies prior to commencement of an assignment so they are aware. This can speed things up – simply send them to us so we can forward them on.

7. Cost Management

While hiring a locum lawyer can be cost-effective, especially for short-term needs, firms should budget for the potentially higher hourly or daily rates compared to salaried staff. Balancing these costs against the benefits of immediate legal support is crucial. Avoid long-term assignments without considering the reasons for having a locum solicitor in the first place can prevent escalating cost. Keep talking to the locum and the agency! Don’t assume a locum will remain available forever and for the same price. Things change, particularly in the locum world.

8. Client Communication

Inform clients about the involvement of a locum lawyer if they will be handling client interactions directly. Transparency regarding the locum’s role and expertise can help maintain client trust and satisfaction. Brief the locum on client relationships and preferences to ensure smooth transitions. Agree how a locum is going to inform clients and what they are going to say to them.

9. Post-Engagement Evaluation

Conduct a thorough evaluation of the locum’s performance at the end of their assignment. Gather feedback from colleagues and clients to assess their contributions and identify any areas for improvement. This evaluation can help refine your locum hiring process and improve future engagements. Provide feedback to the agency who supplied the locum in the first place.

For more detailed guidance, give us a call or have a read of our blog entries.