Legal career change: How lawyers can transition successfully

Navigating career change in law: How lawyers can transition and how firms can support

The legal profession is dynamic, and many lawyers find themselves reassessing their long-term goals and exploring career changes from one practice area to another. Whether you are looking for more meaningful work, better work-life balance, or a practice area that aligns more closely with your interests, transitioning into a new field of law can open the door to new opportunities.

While a legal career change can be rewarding, it requires planning. Moving into a different practice area often means rebuilding your technical skill set, expanding your network, and demonstrating your commitment to the new field, particularly for junior lawyers who are still establishing their careers and expertise. With the right preparation, lawyers at all stages can successfully pivot and position themselves for long-term growth.

This guide outlines practical steps to support your transition and highlights how law firms can adapt to a changing talent market.

Gaining exposure in your desired practice area

Building relevant experience is one of the most effective ways to support a move into a new practice area. Exposure helps you develop foundational skills, strengthens your CV, and signals genuine interest to prospective employers.

For example, if you are a civil litigator looking to move into employment litigation, actively seek opportunities to work on employment law cases or projects. This exposure not only helps you develop the necessary skills but also demonstrates your commitment and interest in the new area to potential firms. 

If your firm has limited work in the area or lacks the capacity to involve you, it may be worth considering a move to a firm that specialises in or has significant work in your desired field. Some lawyers take an intermediate step by joining a team where there is partial overlap, which allows them to build the capabilities needed before fully transitioning. Consistent exposure and practical involvement are key to demonstrating readiness for a legal career change.

Build connections in the legal community 

Networking is an essential part of navigating a career change in New Zealand’s close-knit legal market. Building relationships with professionals who work in your target practice area can provide clarity on the realities of the field, help shape your expectations, and uncover practical steps to support the transition.

Effective networking is about forming meaningful relationships with individuals who can guide your career shift, offer advice, and provide realistic insights. Look for mentors or colleagues who have experience navigating similar transitions and can give guidance tailored to your situation.

Helpful ways to build meaningful connections include:

• Attending relevant conferences, seminars, and industry events
• Joining specialist legal associations or subcommittees
• Engaging in conversations with lawyers already working in your target area
• Seeking mentors who have navigated similar transitions
• Maintaining collegial and professional communication with opposing counsel

Informal conversations at events often provide insights that are not readily available through job descriptions. Similarly, the way you conduct yourself with lawyers on the other side of your matters can build a strong professional reputation and open doors.

Common challenges when shifting practice areas

Transitioning into a new practice area can be an exciting opportunity for career growth, but it is not without its challenges. Below are three common challenges that lawyers encounter when making this career change:

Salary adjustments

One major concern for lawyers moving into a new practice area is the risk of a salary drop. Compensation usually reflects expertise in a current field, but switching areas often means starting with less experience than your peers. Firms may offer lower pay until you can build credibility in the space. The impact depends on how transferable your existing skills are. Closely aligned skills can minimise or even eliminate salary reductions, while highly specialised, non-transferable skills may lead to greater challenges. 

Title changes

You may face a title change, often to a more junior title, when transitioning into a new practice area. While some view this as a setback, others see it as an opportunity for faster progression once they prove their capabilities in the role. Firms are often hesitant to offer senior titles to individuals who lack direct experience in the new field, as expertise is critical for leadership positions. 

Skill transferability

Transferable skills can make or break a smooth career transition. If your skill sets don’t overlap with your desired speciality, you may find it more difficult to make the shift without taking significant steps back in your career trajectory. For example, moving from property law to litigation without prior litigation experience can require you starting from scratch, whereas transitioning between different areas of litigation is often more straightforward due to shared foundational skills. 
 

Being aware of these challenges helps you plan more strategically and manage expectations throughout the process. 

Real examples of successful legal career changes

While transitioning into a new practice area can present its challenges, it’s important to remember that many lawyers have successfully made the leap with strategic planning, proactive career management, and leveraging their transferable skills. 

Here are some real-life examples of candidates we have worked with who navigated this transition effectively:

Candidate A - Civil litigation to employment litigation

This candidate had a background in civil litigation but was interested in moving into employment law. While working at their previous firm, they gained exposure to employment law matters alongside their civil litigation work. Although this exposure was not significant, by highlighting this experience and demonstrating how their litigation skills were transferable, they successfully transitioned into an employment litigation team at a top-tier firm. Their ability to showcase their interest in employment law was also important in making this move, and they even saw a significant salary increase. 

Candidate B - Governance role to banking & finance law 

Despite not being in a legal role, this candidate worked across governance matters within a bank and developed strong transferable skills relevant to the banking and finance sector. Coupled with a genuine interest in the field, they were able to secure a position in the banking and finance team at a leading law firm. This example highlights how non-legal experience can still be valuable when transitioning into certain practice areas, provided there is alignment between the skills gained and the requirements of the new role.

Candidate C - Corporate law to employment law 

With one year of experience as a junior lawyer in the corporate team of a large law firm, this candidate wanted to move into employment law. Although their exposure to employment law was minimal, they had undertaken pro bono work in the space and demonstrated a clear passion for the field. Their proactive efforts to gain relevant experience outside their primary role, combined with their reputable background as a junior lawyer, helped them secure a position at a boutique employment firm. Being early in their career also made the transition smoother, as junior lawyers often have more flexibility to pivot into new areas without experiencing a major salary cut. 

How firms can support successful transitions

The legal market continues to shift, and firms that evolve their hiring approach are better positioned to access a wider and more diverse talent pool. With an increasing number of lawyers moving overseas or exploring careers outside traditional legal practice, firms that focus solely on direct experience risk overlooking talented individuals who could bring fresh perspectives and long-term value.

It is just as important for firms to be flexible and open-minded about the candidates they consider. While hiring lawyers with direct experience in a specific practice area may seem ideal, a narrow approach can limit opportunities to secure individuals with transferable skills, strong work ethic, and the potential to excel in the role.

By focusing on broader capabilities, firms can assess:

• Transferable skills that apply across practice areas
• Capacity for growth and development
• Alignment with the firm’s culture and values
• Long-term contribution and capability

This flexible approach allows firms to meet immediate hiring needs while building a team equipped to adapt to future challenges. Embracing this mindset not only attracts top talent but also strengthens competitiveness in an evolving legal market, fostering diversity of thought and enhancing overall performance.

Final thoughts 

A career change within the legal profession is achievable with the right preparation, mindset, and exposure. By building relevant experience, strengthening transferable skills, and investing in professional networks, lawyers can position themselves confidently for new opportunities.

For firms, being open to varied backgrounds and adaptable skill sets can strengthen teams and broaden access to high-quality talent. With planning and flexibility on both sides, career transitions can deliver strong outcomes for lawyers and contribute to a more resilient and dynamic legal market