2020 law department compensation report law... · 2020. 10. 8. · empsight international, llc and...

2020 LAW DEPARTMENT COMPENSATION REPORT

POLICIES & PRACTICES

©2020 Empsight International, LLC - Confidential Page 2

© 2020 Empsight International, LLC All rights reserved. This report is provided by Empsight International, LLC solely for the use by the participant in connection with the participant’s own internal human resources management. No one may use or reproduce the report or any data it contains, in any form whatsoever, for any purpose other than in documents prepared for the company’s internal management. This report, and the know how embodied in it, is the confidential and proprietary work product of Empsight International, LLC, which owns all related intellectual property rights.


Table of Contents

Overview ................................................................................................................................................................................................................................................... 5

Survey Participants ..................................................................................................................................................................................................................................... 7

Law Department Staffing Practices & COVID-19 Impact............................................................................................................................................................................. 13

Law Department Staffing ...................................................................................................................................................................................................................................... 14 U.S. Law Department Size - All Participating Companies ...................................................................................................................................................................................... 14 Law Department Size by Revenue Category (Mean) ............................................................................................................................................................................................. 15 Law Department Size by Revenue Category (Median) .......................................................................................................................................................................................... 15 Law Department Size by Country (Median) .......................................................................................................................................................................................................... 15 Law Department Size by Company Type (Mean) .................................................................................................................................................................................................. 16 Law Department Size by Company Type (Median) ............................................................................................................................................................................................... 16 Hiring Practices ..................................................................................................................................................................................................................................................... 17 Furloughs, Layoffs and Reductions in Force .......................................................................................................................................................................................................... 18 Legal Specialty Areas ............................................................................................................................................................................................................................................. 19 Additional Compensation Due to COVID-19 ......................................................................................................................................................................................................... 20 Working from Home ............................................................................................................................................................................................................................................. 21 Accommodations to Address Employee’s Personal Needs ................................................................................................................................................................................... 24 Flexible Hours Practices by Country ...................................................................................................................................................................................................................... 25

Law Department Spending ....................................................................................................................................................................................................................... 26

Law Department Spending .................................................................................................................................................................................................................................... 27

2020 Law Department Salary Increase Budget .......................................................................................................................................................................................... 28

2020 Salary Increase Practices Comments and Impact of COVID-19 .................................................................................................................................................................... 29 2020 Merit Increase Budget Distribution .............................................................................................................................................................................................................. 30 Merit Increase Budget for 2020 ............................................................................................................................................................................................................................ 31 Total Increase Budget for 2020 ............................................................................................................................................................................................................................. 32 Merit Increase Budget for 2020 by Revenue Category ......................................................................................................................................................................................... 33 Merit Increase Budget for 2020 by Company Type .............................................................................................................................................................................................. 33

2021 Law Department Salary Increase Forecast ........................................................................................................................................................................................ 34

2021 Salary Increase Forecast and Impact of COVID-19 ....................................................................................................................................................................................... 35 Forecasted 2021 Merit Increase Budget Distribution ........................................................................................................................................................................................... 36 Forecasted Merit Increase Budget for 2021 ......................................................................................................................................................................................................... 37 Forecasted Total Increase Budget for 2021 .......................................................................................................................................................................................................... 38 Forecasted Merit Increase Budget for 2021 by Revenue ...................................................................................................................................................................................... 39


Law Department Benefits & Perquisites .................................................................................................................................................................................................... 40

Company Cars and Car Allowances ....................................................................................................................................................................................................................... 41 Retirement & Pensions ......................................................................................................................................................................................................................................... 42 Life Insurance Multiples ........................................................................................................................................................................................................................................ 42 Paid Time Off Practices ......................................................................................................................................................................................................................................... 43 Training Days Practices ......................................................................................................................................................................................................................................... 44

Participant Profile .................................................................................................................................................................................................................................... 45

Participant Profile - Industry ................................................................................................................................................................................................................................. 46 Participant Profile - Revenue ................................................................................................................................................................................................................................ 47 Participant Profile – Company Type ...................................................................................................................................................................................................................... 48 Participant Profile – Department Size ................................................................................................................................................................................................................... 48


Overview Empsight International, LLC and the Association of Corporate Counsel are pleased to publish the 2020 Law Department Compensation Policies & Practices Report. This report includes HR data on law department policies, practices, and salary budget spending and forecasts. For purchase, ACC & Empsight also offer Small, Mid-Market, and Large company editions of the 2020 Law Department Compensation Survey, as well as single Job Title Reports. For details please visit www.empsight.com/acc. Survey highlights include:

• 608 organizations provided data from U.S. law departments (in whole or in part) • Data for this report was collected between June and July 2020. • Data is reported when 5 or more organizations provided responses for a given statistic. U.S. law department data is summarized for this report, with

additional references to responses from law departments in other countries (Australia, Canada, Switzerland, and The United Kingdom) • Staffing Practices including the Impact of COVID-19 – this section provides information on staffing levels, hiring practices, furloughs, layoffs,

reductions in force, the impact of COVID-19 on legal specialty areas and work from home practices • Law Department Spending – this section provides information on key elements of the law department budget including Inside, outside and total

spending • 2020 Law Department Salary Budget – this section provides information on merit budgets and total increases budgets, including the impact of

COVID-19 • 2021 Law Department Salary Budget Forecast – this section provides information on forecasted merit budgets and total increases budgets for 2021,

including the impact of COVID-19 • Law Department Benefits and Perquisites – this section provides prevalence information on benefits such as retirement, life insurance multiples,

paid time off practices, and company cars/car allowances

http://www.empsight.com/acc


Data Effective Date Data in this report is effective as of March 1, 2020. Any questions related to this survey report or any other aspects of the survey should be addressed to

either Jeremy Feinstein or Julie Yusupov at:

Email: [email protected] [email protected]

Empsight International, LLC 222 Broadway, Suite 1837

New York, NY 10038 Voice: 212.683.7745

Web: www.empsight.com

ACC Headquarters 1001 G. St NW, Suite 300W

Washington D.C. 20001 Contact: [email protected]

mailto:[email protected]:[email protected]://www.empsight.com/


Survey Participants 10 Roads Express 101 Studios, LLC 360 Behavioral Health ABM Accenture AccessLex Institute Acquis Consulting Group A-dec Inc. Adir International, LLC ADP Advanced Power Aesculap Afilias Aflac Incorporated Aggreko Agility Recovery Solutions, Inc. Airbnb Inc. Alliance Data Allstate Alma Bank Amcor Rigid Packaging American Asset Corporation American Bureau of Shipping American Council on Exercise American Family Insurance American Specialty Health AmeriLife Amni Resources AmWINS Group, Inc. Anaergia Anker Innovations Limited Applied Industrial Technologies

Applied Medical Technology, Inc. Arch Insurance Group Inc. Arcturus Therapeutics, Inc. Aristeo Construction Arm, Ltd. ASSA ABLOY Entrance Systems Astellas Pharma Astronics Corporation Asuragen, Inc. Asurion AT&T Atara Biotherapeutics, Inc. Athenex, Inc. Auria Autodesk Avet Pharmaceuticals Inc. Avison Young Aware, Inc. Axon Enterprise, Inc. b.well connected health BAE Systems Inc. Ballard Marine Construction Banfield Pet Hospital Bank of America Banner Engineering Corp Baptist Health Barton & Associates, Inc. BASF Corporation BASIS Independent Schools Baton Rouge Area Foundation Battery Council International Bayer

Belk Benchmark Beyond Finance, LLC Bird BJC HealthCare Blue Cross Blue Shield Association Blue Cross and Blue Shield of North Carolina Blue Source, LLC BlueChip Financial Bluecore, Inc. Blue Prism Software Inc Boeing BMO Financial Group BPL Plasma, Inc. Bright Machines, Inc. Brighthouse Financial Broadcom BSH Home Appliances Corp Buildertrend Bunge Businessolver C&D Technologies, Inc. Calamar Canam Steel Corporation Capital One Carpenter Technology Carrier Corporation Catalent Pharma Solutions CBN Center for Internet Security, Inc. CETERA FINANCIAL GROUP CFA Institute


Champion Home Builders, Inc. Change Up, LLC Charter Communications Chemence Cherry Bekaert Chevron CHF Solutions Chiesi Children's Specialists of San Diego Chr. Hansen Citrix Systems, Inc. Clayton Homes Clearsense, LLC CMOC Colgate-Palmolive Company Collective Medical Technologies, Inc. Colonial Downs Group, LLC Colorado Nonprofit Legal Center Comcast Cable Community Capital Corporation Confie Confluence Technologies, Inc. Continental Automotive Systems, Inc. CoreCivic Council on Rural Service Programs, Inc. Coursera Cox Enterprises, Inc. CP Global CR Associates, Inc. Crawford & Company Credit Agricole Corporate and Investment Bank Crisis Prevention Institute, Inc. Crown Castle Cumberland Group CZAG Dealer Services

Dahua Technology USA Inc. Daly Seven, Inc. Danny McDonald Danone Dansko Darigold, Inc. DataRobot, Inc. DaVita Day & Zimmermann Del Monte Foods Dell Technologies Delta Dental of Washington Designs for Health Directly DISH Network DJO Global, Inc. DLL DLP Real Estate Capital, Inc. DocuSign, Inc. Dolby Douglass Colony Group, Inc. Dover Fueling Solutions DrFirst Drive System Design, Inc. DriveTime Ducks Unlimited Dude Solutions, Inc. Duke Energy DXC Technology DynaFlex Dyson Earl Enterprises Earth Friendly Products East Carolina University EchoStar

ECTP Edwards Lifesciences Corporation Egger Wood Products, LLC El Pollo Loco, Inc. Electric Power Research Institute Electrical Consultants, Inc. Elkem ASA Ellucian Ember Education Emerson Electric Employment Screening Services, Inc. Empower Retirement Encompass Digital Media Enphase Energy, Inc. Entertainment Partners EPAM Systems Inc. Equitable ESO ESRI EverCommerce Evoque Data Center Solutions eXp Realty, LLC Explorer Pipeline Company Extended Stay America, Inc. Exyte U.S., Inc. Family & Nursing Care Fannie Mae Farm Credit Mid-America Farmers Group, Inc. Farmobile LLC Ferguson Enterprises, LLC Firefly Aerospace, Inc. First Supply LLC Fitch Flex Films (USA)


Flex Technology Group Flowserve Corporation Fluor Corporation Ford Motor Company ForeFlight LLC Foreside Financial Group Fortegra Financial Corporation Forward Financing Freedom Forever, LLC Fujitsu Glovia, Inc. FullBloom G&A Partners Gateway Health GDH Consulting, Inc. Genpact Geodis Logistics, LLC GIACT Systems, LLC Givaudan Flavors Corporation GKN Aerospace Glatfelter Glazer's Beer and Beverage, LLC Global Knowledge GlobeNet Cabos Submarinos America Inc. Go Wireless, Inc. Google LLC Gorelick Brothers Capital, LLC GOWell International LLC Grane Healthcare Grimmway Farms Halliburton Hankook Tire America Corp. Harbor Capital Advisors, Inc. Hawthorne CAT Hearing Lab Technology, LLC Heraeus Incorporated

Herman & Kittle Properties Hewlett Packard Enterprise HID Global Corporation Highgate Hotels, L.P. Hinge Health, Inc. Hitachi Rail STS USA, Inc. Houston Livestock Show and Rodeo, Inc. HP Inc. HSN Hughes Marino Hunter Engineering Company Hurco Companies, Inc. Husqvarna Group IBM IEH Laboratories & Consulting Group IFS North America, Inc. IGC Illinois Tool Works Incyte Corp. Indiana Municipal Power Agency Individual Indorama Ventures - Integrated Oxides and Derivatives Infoblox Infosystems, Inc. Ingredion Incorporated Insight Inspirato LLC InterDigital, Inc. Involta LLC InVue Security Products IQVIA Irwin Naturals Ivoclar Vivadent Jama Software, Inc.

James G. Davis Construction James McHugh Construction JMJ Associates JobsOhio Johnson & Johnson Johnsonville,LLC JTEKT North America Corporation K2 Sports Kaivac Kimball Midwest Kisco Senior Living Klein Tools, Inc. KnightHawk Engineering KTGY Group, Inc. L Brands, Inc. L.A. Care Health Plan L.L.Bean Ladies Professional Golf Association Laidig Systems, Inc. Landmark Credit Union LanzaTech Las Vegas Sands Corp. LendingClub Lennar LexisNexis, a division of RELX Inc. LG Electronics USA Inc. LGFCU Liberty Mutual Insurance Lifeline vascular Lifetime Products Lifeway Foods, Inc. Lighthouse LMI Consulting Logix Fiber Networks Lowe's Companies, Inc.


Lucid Holdings, LLC Magna International of America, Inc. Mainstream Engineering Corporation Mapbox, Inc. Marcus & Millichap Massachusetts Higher Education Assistance Corporation Master Builders Solutions MasterCorp, Inc. MBI Health McAfee McLane Company, Inc. Meijer Menasha Corporation Meredith Corporation Messer Americas Metagenics Metagenomi, Inc. MetLife MGRC Micro Focus Microsoft Minor League Baseball Mintel Group Ltd. Mister Car Wash Moda Health Moonbeam Capital Investments LLC Morgan White Group Motivano, Inc. d/b/a BenefitHub Inc. Motivate LLC MPLX LP MPW Industrial Services MSC Industrial Supply Co. Mythics, Inc. Nabholz

National Vision, Inc. Navistar NBCUniversal Neurelis, Inc. New Glarus Brewing Company New Mexico Mutual NICE Nikon Precision, Inc. NMI National MI North Central Group NortonLifeLock Inc. Novartis NSC Global LLC NuStar Energy LP nVent NYS Society of CPAs Olaplex, Inc. Olathe Health Omni Healthcare OmniTRAX, Inc. OneStream Software Optics 1, Inc. Optimas OE Solutions Optimist Oriental Bank OVP Health Pacific Coast Companies, Inc. PacificSource Panasonic Automotive Pandora Jewelry, LLC Panoto, Inc. Partners In Leadership Passport Labs, Inc. Patientco Holdings, Inc.

Patron Peabody Energy Penske Motor Group, LLC Perry Homes Peterson Management Petroleum Geo-Services, Inc. Philips NA LLC Phoenix Contact Pipl Plains All American Pipeline, L.P. Point Seven Group Positec Tool Corporation PowerPlan, Inc. PPG Industries, Inc. PRA Health Sciences PREIT Previon Primary Residential Mortgage, Inc. Principle Business Enterprises, Inc. Project Lead The Way, Inc. PROS Holdings, Inc. Prosci, Inc. PTS Public Health Institute Pure Storage, Inc. Qdoba Restaurant Corporation Quantum Health Qwil PBC Raising Cane's Restaurants, LLC Rakuten Medical, Inc. Ralph Lauren Ram Tool Construction Supply Co. Rapid Ratings International, Inc. Raymond James Financial, Inc. Realogy


Red Canary, INc. Refined Technologies RegenLab USA LLC Reliant Care Management Co. Renewable Energy Group Replenium, Inc. Retail Business Services Reveillon Pharmaceuticals RGP Riddell, Inc. Rocket Lab USA Roswell Global RSI RTC S Three SAEC/Kinetic Vision Inc Safelite Group, Inc. Saint-Gobain Corp. SambaSafety SAP SAS Institute Inc. ScanSource, Inc Seagate Technology Sensia LLC Sentinel Risk Advisors Sequent Software Serco Inc. Serrala US Corporation SGL Carbon, LLC SH 130 Concession Company, LLC Shell Oil Co. Shelter Insurance Companies Shiel Sexton Co Inc Shriners Hospitals for Children Siemens Healthineers

Simplifire, LLC Simply Good Foods Co. Singer Burke Zimmer LLP SirsiDynix Sizewise Rentals, LLC Smartsheet Inc. Snowflake Inc. Sojitz Corporation of America Sonoco Sony Interactive entertainment LLC Sony Pictures Entertainment SOPREMA, Inc. Southwest Airlines Specialist Staffing Group Spencer Stuart SSA Group, LLC SSM Health St. Charles Madras Standard Standard Industries State of Michigan Steelman Partners LLP Stella-Jones Corporation Strada Education Network STS Aviation Group Sukup Manufacturing Co. Sunpro Sunrise Senior Living Sykes Enterprises, Inc. Tactual Labs Co. Tampa Electric Company Targus TE Connectivity TechnipFMC Tektronix, Inc.

Teleperformance USA TELUS International Tencent America LLC Texas Instruments Incorporated Textron Inc. Thales DIS The American Legion The Andersons Inc The Home Depot The Nature Conservancy The Pegasus Companies, Incorporated The Wonderful Company Thermo Fisher Scientific Inc. ThoughtWorks Thrivent T-Mobile TNAA Tokyo Electron Torchlight Technology Group LLC Toshiba Global Commerce Solutions, Inc. Toyota Financial Services TPR Education, LLC Trane Technologies (f/k/a/Ingersoll Rand) TransUnion Trico Bancshares Troon TY Lin International Tyson Foods, Inc. Tyto Athene, LLC UBC Uber Technologies Inc. Ulteig Engineers, Inc. UMA Education, Inc. Unified Patents, LLC Union Paving & Construction Co., Inc.


Union Wine Company United Fire Group/UFG Insurance United Natural Foods, Inc. UnitedLex Corporation University of Kentucky Uptake Usana Health Sciences Vaaler Insurance, Inc. Vanta Education, Inc. Vera Bradley Designs, Inc. Veridium Verinovum, Inc. Verint Systems Inc. Verizon Communications Vesta Corporation VF Virbac Virginia REALTORS Visa Visby Medical, Inc. VisiQuate, Inc. VMware, Inc. Voith US Inc. Volk Enterprises, Inc. Vorwerk, LLC VST Walbro LLC Washington Property Wastequip Wawa, Inc. Wawanesa General Insurance Company WebPT, Inc. WEBTOON WEG Electric Corp. Wells Fargo

Western Union Wilson Construction Co. Wireless Zone LLC WKS Restaurant Group Wm. T. Burnett & Co. WMG, Inc. Wolverine Power Supply Cooperative, Inc. Wood Woods Hole Oceanographic Institution Wounded Warrior Project Xenia Hotels & Resorts, Inc. Zebra Technologies Corporation Zimmer Biomet 46 companies wished to remain anonymous

Law Department Staffing Practices & COVID-19 Impact


Law Department Staffing The following series of tables analyze the size of the law departments in participating companies. The overall results are provided, as well as segmented results by employee type, revenue category, and by country (where reportable). U.S. Law Department Size - All Participating Companies

Survey Element # of Cos. Mean P25 Median P75 Lawyers 569 15.2 1.0 3.0 9.0 Paralegals 301 6.3 1.0 2.0 6.0 Legal Administrative Assistants 280 5.1 1.0 1.0 4.0 Legal Operation 138 5.0 1.0 2.0 4.0 Other Law Department Professionals 150 8.2 1.0 2.0 6.0 Legal Interns 93 2.0 1.0 1.0 2.0 Total Department Size 557 24.3 2.0 5.0 15.0


Law Department Size by Revenue Category (Mean)

Survey Element # of Cos. Lawyers Paralegals Legal Admin Assistants Legal

Operations

Other Law Department Professionals

Legal Interns

Total Department

Size

A. $5 Billion and above 91 65.6 16.6 13.3 8.8 17.3 2.9 107.1 B. $2 Billion to


Law Department Size by Company Type (Mean)


Operations


Legal Interns

Total Department

Size

Public Company (For Profit) 164 36.8 10.1 7.4 6.7 12.1 2.4 59.5 Wholly Owned Subsidiary 40 17.7 9.8 16.6 2.4 2.9 30.3 Private Company (For Profit) 310 5.2 2.4 1.8 3.9 4.8 1.7 8.2 Government 5 6.8 11.0 Not for Profit 44 4.6 3.0 1.6 1.4 4.3 1.3 8.2

Law Department Size by Company Type (Median)


Operations


Legal Interns

Total Department

Size

Public Company (For Profit) 164 14.0 4.5 2.0 3.0 3.0 2.0 21.5 Wholly Owned Subsidiary 40 3.0 1.5 2.0 1.0 2.0 4.0 Private Company (For Profit) 310 2.0 1.0 1.0 1.0 2.0 1.0 3.0 Government 5 9.0 15.0 Not for Profit 44 2.5 2.0 1.0 1.0 2.0 1.0 4.3


Hiring Practices Participants were asked to describe the impact of COVID-19 on hiring based on choices provided. 259 organizations responded to this question. • Approximately 16-18% of organizations have implemented hiring freezes across all law department employee types as a result of COVID-19 • 70-78% indicated their hiring plans are unchanged • However, if job offers had been extended, they are not being rescinded

Hiring Trends Hiring Trends Freeze Practices Job Offer Practices

Employee Type # of Cos. Decreased Hiring Increased

Hiring Hiring Plans Unchanged

Considering Hiring Freeze

Implemented Hiring Freeze

Company Considering Rescinding Job Offers

Company is Rescinding Job Offers

Lawyers 257 5.8% 3.1% 72.0% 1.6% 18.3% 0.0% 1.2% Paralegals 227 7.5% 1.8% 70.9% 1.3% 20.3% 0.0% 0.0% Legal Administrative Assistants 215 6.0% 1.4% 74.0% 0.9% 18.6% 0.0% 0.0% Legal Operation 194 3.1% 1.0% 77.8% 1.0% 17.5% 0.0% 0.5% Other Law Department Professionals 200 3.5% 0.5% 78.0% 1.0% 18.0% 0.0% 0.0% Legal Interns 197 7.6% 3.0% 69.5% 1.5% 16.2% 0.5% 2.0%

Note: Percentages add to greater than 100% because more than one response is allowed for each approach.


Furloughs, Layoffs and Reductions in Force Participants were asked to describe the impact of COVID-19 on furloughs, layoffs and reductions in force based on choices provided. 272 participants reporting on a company basis (excluding self -reported data) responded to this question. • A clear majority report no changes at this time (between 90-97% depending on employee type). • Between 0.6% and 4.3% of companies have implemented a furlough. • Between 0.5% and 1.8% of participants said they implemented a layoff as a result of COVID-19.

Furlough Practices Layoff Practices Reduction in Force Practices

Employee Type # of Cos. Considering Furlough Implemented

Furlough Considering

Layoff Implemented

Layoff

Considering Reduction in Force (RIF)

Implemented Reduction in Force (RIF)

No Changes at This Time

Lawyers 270 1.5% 3.3% 0.0% 1.5% 0.7% 1.9% 91.5% Paralegals 221 0.5% 3.6% 0.0% 1.8% 1.4% 0.9% 92.3% Legal Administrative Assistants 207 1.9% 4.3% 0.0% 1.0% 1.0% 1.9% 89.9% Legal Operations 182 0.5% 1.6% 0.0% 0.5% 0.0% 2.2% 95.1% Other Law Department Professionals 187 1.1% 1.1% 0.0% 1.6% 1.6% 1.1% 94.1% Legal Interns 177 0.0% 0.6% 0.0% 0.0% 0.6% 1.7% 97.2%


Legal Specialty Areas Participants were asked which legal specialty areas have been most impacted by COVID-19 based on choices provided. 548 participants responded to this question. • Overall, on average, the majority of participants had not made staffing changes at the time of input (May-July, 2020). • 4.7% indicated an increase in internal staffing in the contracts area. • 24.1% indicated an increased use of outside Employment / HR counsel since COVID-19. • Other areas where participants cited an increased use in outside counsel were compliance (12.1%), environmental health & safety (11.8%) and regulatory

(11.0%). • 9.0% indicated a decreased use of outside counsel for general legal matters.

Employee Type # of Cos. Increased Staffing Decreased

Staffing

Increased Use of Outside

Counsel

Decreased Use of Outside

Counsel

Being Redeployed to

Other Legal Specialty Areas

No Changes At This Time

Generalist 510 2.5% 4.1% 5.9% 8.8% 3.7% 79.0% Compliance 488 3.7% 4.5% 12.1% 7.4% 1.6% 74.8% Contracts 491 4.7% 4.9% 9.4% 8.1% 1.0% 74.9% Employment / HR 498 3.8% 2.6% 24.1% 5.8% 1.2% 65.9% Environmental Health & Safety 475 1.9% 1.5% 11.8% 5.3% 0.8% 81.5% Intellectual Property / Patent 475 0.8% 2.3% 2.9% 8.0% 0.6% 87.2% Litigation 479 1.5% 3.3% 7.5% 7.5% 1.0% 82.5% Mergers & Acquisitions 470 1.3% 1.3% 3.0% 9.4% 0.9% 85.5% Regulatory 483 3.3% 2.5% 11.0% 4.6% 1.7% 79.7%


Additional Compensation Due to COVID-19 Participants were asked if their organization is providing additional compensation (salary adjustments, short term incentives, long term incentives, etc.) to account for additional hours worked as a result of COVID-19. 576 organizations responded to this question. The vast majority of organizations (97.1%) did not offer additional compensation for additional hours worked due to COVID-19.

87 companies provided comments for this question. 33.3% indicated that their organizations implemented salary reductions as opposed to additional compensation as a result of negative COVID-19 impact. Approximately 14% commented they were not being provided additional compensation specifically due to COVID-19. Another 10% indicated they were working additional hours due to COVID-19 without additional compensation. 8% indicated that they haven’t observed a large increase in work due to COVID-19, partly due to being able to work remotely.

97.1%

2.9%

18.4%

6.9%

8.0%

9.2%

10.3%

13.8%

33.3%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0%

Other

Spot Bonuses

No Additional Hours / Remote Work

Salary Freeze

Additional Hours with Same Pay

No Additional Compensation Due to COVID-19

Salary Reduction


Working from Home Participants were asked to describe work from home practices that had been implemented, and whether they are expected to continue post COVID-19. 599 organizations responded to this question.

• 80.1% of organizations implemented widespread full-time work from home program practices due to COVID-19. • While 15.3% of organizations allowed working remotely full-time prior to COVID-19, 15.1% are planning to maintain the practice of Full-Time Work

from Home practices post Covid-19 and 24.5% are considering starting or maintaining the practice on a new, or on-going basis. • 29.3% of companies indicated they are planning to maintain Part-Time remote working post COVID-19; 21.5% of companies are planning to allow a

flexible work schedule post COVID-19.

Practice # of Cos. Utilized Prior to COVID-19

Implemented due to COVID-

19

Will Maintain Post Covid-19

Still Considering Whether to Start

or Maintain Program

Not Applicable

Company allows working remotely full-time 595 15.3% 80.0% 15.1% 24.5% 5.4%

Company allows working remotely for part of the workweek 574 42.7% 35.7% 29.3% 18.3% 13.6%

Company expanding the use of working remotely when possible 565 10.6% 60.0% 26.5% 26.5% 14.3%

Jobs work remotely according to a set schedule (e.g., every other week, one day per week, one day per month, etc.) 544 18.0% 20.2% 11.0% 20.6% 45.8%

Jobs work from home as needed and requested per management discretion (e.g. Quarantine due to possible COVID exposure). 554 28.5% 47.1% 20.6% 12.8% 21.5%

Company allows flexible work schedule to accommodate childcare needs (e.g. while schools are closed). 562 30.1% 49.6% 21.5% 16.0% 16.7%

Company provides all necessary remote work equipment 563 36.9% 41.7% 21.1% 11.2% 18.5%

Company reimburses employees for expenses using expense reports. 566 58.3% 12.4% 20.1% 5.3% 28.3%

Company provides employees with a stipend to offset expenses incurred (e.g. printer cartridges, paper, office furniture, etc.) 553 6.5% 12.3% 4.0% 13.2% 70.3%


Working remotely Full-Time by Industry

Industry # of Cos. Utilized Prior to COVID-19 Implemented due

to COVID-19 Will Maintain Post

Covid-19


or Maintain Program

Not Applicable

Associations and Organizations 11 9.1% 81.8% 27.3% 27.3% 0.0% Business Services 7 14.3% 71.4% 14.3% 0.0% 14.3% Chemical / Metal 14 14.3% 78.6% 7.1% 14.3% 7.1% Consumer Products 47 4.3% 87.2% 8.5% 19.1% 6.4% Education 7 42.9% 57.1% 0.0% 14.3% 0.0% Energy 31 12.9% 71.0% 16.1% 12.9% 9.7% Financial Services 48 10.4% 81.3% 20.8% 22.9% 8.3% Healthcare 24 8.3% 62.5% 4.2% 29.2% 8.3% Hospitality 6 33.3% 66.7% 33.3% 50.0% 0.0% Insurance 32 18.8% 90.6% 21.9% 21.9% 3.1% Manufacturing 27 11.1% 77.8% 11.1% 25.9% 11.1% Media / Entertainment 16 0.0% 93.8% 6.3% 37.5% 6.3% Medical Equipment and Supplies 8 25.0% 100.0% 12.5% 12.5% 0.0% Pharmaceutical 22 4.5% 90.9% 9.1% 18.2% 4.5% Professional Services 27 25.9% 74.1% 18.5% 18.5% 7.4% Real Estate / Construction 47 8.5% 80.9% 12.8% 25.5% 14.9% Retail 22 9.1% 90.9% 9.1% 40.9% 0.0% Technology 131 28.2% 74.8% 22.9% 28.2% 0.0% Telecommunications 15 0.0% 100.0% 0.0% 33.3% 0.0% Transportation / Transport Svcs 20 5.0% 85.0% 0.0% 25.0% 5.0% Wholesale 7 14.3% 71.4% 14.3% 28.6% 28.6% Other 26 19.2% 76.9% 19.2% 23.1% 0.0%

Working remotely Full-Time by Country

Country # of Cos. Utilized Prior to COVID-19 Implemented due


Covid-19

Still Considering Whether to Start or Maintain Program

Not Applicable

Australia 67 20.9% 68.7% 16.4% 22.4% 7.5% Canada 20 15.0% 90.0% 20.0% 40.0% 5.0% Switzerland 6 16.7% 83.3% 16.7% 0.0% 0.0% United Kingdom 5 40.0% 40.0% 0.0% 40.0% 20.0%


Working remotely Part of the Week by Industry

Industry # of Cos. Utilized Prior to COVID-19 Implemented due


Covid-19


or Maintain Program

Not Applicable

Associations and Organizations 11 54.5% 18.2% 36.4% 0.0% 18.2% Business Services 7 14.3% 28.6% 28.6% 14.3% 28.6% Chemical / Metal 14 21.4% 42.9% 28.6% 14.3% 28.6% Consumer Products 47 36.2% 38.3% 23.4% 14.9% 14.9% Education 6 50.0% 33.3% 16.7% 0.0% 16.7% Energy 30 23.3% 46.7% 26.7% 6.7% 16.7% Financial Services 46 56.5% 32.6% 32.6% 10.9% 10.9% Healthcare 24 37.5% 29.2% 20.8% 25.0% 8.3% Hospitality 6 50.0% 33.3% 66.7% 16.7% 33.3% Insurance 31 35.5% 48.4% 32.3% 16.1% 16.1% Manufacturing 28 25.0% 53.6% 28.6% 28.6% 7.1% Media / Entertainment 15 40.0% 33.3% 40.0% 20.0% 6.7% Medical Equipment and Supplies 8 50.0% 37.5% 25.0% 12.5% 25.0% Pharmaceutical 21 52.4% 28.6% 42.9% 23.8% 14.3% Professional Services 26 61.5% 26.9% 23.1% 19.2% 7.7% Real Estate / Construction 44 15.9% 54.5% 18.2% 27.3% 15.9% Retail 21 38.1% 42.9% 23.8% 23.8% 14.3% Technology 125 60.0% 24.0% 35.2% 19.2% 10.4% Telecommunications 14 42.9% 35.7% 35.7% 14.3% 14.3% Transportation / Transport Svcs 18 22.2% 55.6% 11.1% 22.2% 11.1% Wholesale 7 42.9% 28.6% 42.9% 28.6% 14.3% Other 25 48.0% 24.0% 24.0% 20.0% 20.0%

Working Remotely Part of the Week Practices by Country

Country # of Cos. Utilized Prior to COVID-19 Implemented due


Covid-19


or Maintain Program

Not Applicable

Australia 65 66.2% 23.1% 41.5% 7.7% 6.2% Canada 19 73.7% 21.1% 57.9% 26.3% 0.0% Switzerland 6 33.3% 33.3% 16.7% 16.7% 16.7%


Accommodations to Address Employee’s Personal Needs Participants were asked to describe accommodations being made / being considered to address employee’s personal needs in response to COVID-19. 557 organizations responded to this question. The most frequently cited accommodations include flexibility of hours (42.4%), special programs/ accommodations for high risk group employees (41.1%) and use of vacation time (37.5%), and voluntary leave of absence (30.7%).

Accommodations # of Cos. Implemented due to COVID-19 Will Maintain Post Covid-19

Still Considering Whether to

Start or Maintain Program

Not Applicable

Special programs or accommodations are being made for employees who are over the age of 60 or at high risk due to existing medical conditions

540 41.1% 10.6% 20.9% 40.9%

Voluntarily reduce hours with prorated pay 520 13.8% 2.3% 9.2% 78.1%

Flexible Hours / Off Hours 533 42.4% 15.4% 12.9% 43.9%

Take Voluntary Leave of Absence 518 30.7% 7.9% 8.5% 59.1%

Use of Vacation Time 528 37.5% 17.8% 4.5% 48.7%

Cash in Lieu of Vacation 505 2.8% 1.6% 3.8% 91.9%

Loan from Retirement Plan 506 18.2% 7.9% 3.6% 73.9%

Cash from Retirement Plan 500 10.8% 3.6% 3.6% 83.8%

Advances in paychecks 506 1.8% 1.6% 2.8% 94.5%

Interest free loans to employees 501 1.2% 0.8% 2.6% 95.6%

Allowing company credit cards to be paid late 506 0.4% 0.0% 1.4% 98.2%


Flexible Hours Practices by Country

Country # of Cos. Implemented due to COVID-19 Will Maintain Post Covid-19 Still Considering Whether to Start or Maintain Program Not Applicable

Australia 61 42.6% 23.0% 13.1% 32.8% Canada 18 61.1% 22.2% 22.2% 33.3% Switzerland 6 33.3% 50.0% 0.0% 33.3%

Law Department Spending


Law Department Spending Participants were asked to provide detailed information on inside, outside, and total legal spending. The following table provides an overview of the relationships of legal expenditures to each other and to revenues, based on submissions, in whole or in part, from 173 participants. Subsequent tables provide more detailed expenditure breakouts. Last Fiscal Year

Survey Element # of Cos. Mean P25 Median P75 Inside Spending 159 $1,108,363 $300,000 $500,000 $936,000 Outside Spending 166 $2,120,040 $150,000 $322,500 $1,137,500 Total Law Dept Spending 154 $3,226,058 $501,250 $900,000 $2,088,132

Previous Fiscal Year

Survey Element # of Cos. Mean P25 Median P75 Inside Spending 132 $1,575,815 $267,500 $427,500 $931,250 Outside Spending 142 $2,563,980 $151,250 $375,000 $1,175,000 Total Law Dept Spending 131 $3,378,046 $435,000 $856,000 $2,100,000

Total Law Department Spending (Last Fiscal Year) by Revenue Category

Survey Element # of Cos. Mean P25 Median P75 A. $2 Billion and above 13 $13,747,397 $3,300,000 $7,319,155 $11,000,000 B. $1 Billion

2020 Law Department Salary Increase Budget


2020 Salary Increase Practices Comments and Impact of COVID-19

• Out of the 164 participants who offered comments, approximately 34% indicated there was no change or impact in 2020, primarily because planned increases were already administered between February and April, before the full COVID-19 impact was felt.

• Approximately 16% commented that they eliminated budget spending and 15% commented that they froze budget spending. • Due to uncertainty, approximately 10.4% respondents indicated 2020 spending is still to be determined. • 8.5% commented there would be no merit in 2020 combined with salary reductions. • Approximately 5% indicated merit spending was delayed.

4.9%

5.5%

5.5%

8.5%

10.4%

15.2%

15.9%

34.1%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0%

Administrative Delay

Decreased Budget

N/A

No Merit / Salary Reductions

TBD

Frozen

Eliminated

No Impact


2020 Merit Increase Budget Distribution Of the 160 companies reporting a merit increase budget for 2020, 28.8% budgeted exactly 3.0%. 8.1% of budgets were between 2.50% and 2.99%, while 12.5% were above 3.00%. 45.0% of budgets were zero.

5.6%

8.1%

28.8%

12.5%

45.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

A. 2.49% and Below B. 2.50% to 2.99% C. 3.00% D. Greather than 3.00% E. 0%


Merit Increase Budget for 2020 Participating companies were asked to provide the percentage increase in merit budget planned for 2020 and to indicate if this value varied by level. The survey responses from 155 companies are summarized below. This year, 70 companies (45.2%) reported zero merit budgets. The following table summarizes merit increase budgets overall and by level with zeros.

Survey Element # of Cos. Mean P25 Median P75 Overall Merit Budget Increase for 2020 160 1.69% 0.00% 2.15% 3.00% Executive 90 1.34% 0.00% 0.00% 3.00% Management 86 1.17% 0.00% 0.00% 3.00% Professionals 93 1.53% 0.00% 2.00% 3.00% Support / Non-Exempt 88 1.44% 0.00% 0.00% 3.00%

The following table summarizes merit increase budgets overall and by level without zeros.

Survey Element # of Cos. Mean P25 Median P75 Overall Merit Budget Increase for 2020 88 3.07% 2.93% 3.00% 3.00% Executive 40 3.01% 2.65% 3.00% 3.00% Management 36 2.80% 2.50% 3.00% 3.00% Professionals 48 2.97% 2.50% 3.00% 3.00% Support / Non-Exempt 42 3.01% 2.50% 3.00% 3.00%


Total Increase Budget for 2020 Total Increase budget represents the sum of Merit, Promotions & Special Adjustments The following table summarizes the total salary increase budget for 2020, for the legal department overall and by position level with zeros. In this case, median values across all levels was 0%, with an overall mean of 1.43%.

Survey Element # of Cos. Mean P25 Median P75 Overall Total Increase Budget for 2020 120 1.43% 0.00% 0.00% 3.00% Executive 79 1.25% 0.00% 0.00% 3.00% Management 74 1.08% 0.00% 0.00% 2.50% Professionals 78 1.35% 0.00% 0.00% 2.93% Support / Non-Exempt 73 1.34% 0.00% 0.00% 2.70%

The following table summarizes the total salary increase budget for 2020, for the legal department overall and by position level without zeros. In this case, median values across all levels was 3.00%, with an overall mean of 3.37%.

Survey Element # of Cos. Mean P25 Median P75 Overall Total Increase Budget for 2020 51 3.37% 2.50% 3.00% 4.00% Executive 30 3.29% 2.55% 3.00% 3.75% Management 25 3.20% 2.50% 3.00% 3.00% Professionals 32 3.29% 2.50% 3.00% 3.25% Support / Non-Exempt 28 3.48% 2.50% 3.00% 5.00%


Merit Increase Budget for 2020 by Revenue Category The following table summarizes planned merit increase budgets for 2020 without zeros by company revenue in five categories. Average merit increases tended to be slightly higher at organizations below $1 Billion.

Merit Increase Budget for 2020 by Company Type The following table summarizes planned merit increase budgets for 2020 without zeros by revenue for company types. Average merit increases tended to be slightly higher at private and not for profit organizations.

Revenue Category # of Cos. Mean P25 Median P75 A. $2 Billion and Above 12 3.00% 2.50% 3.00% 3.00% B. $1 Billion

2020 Law Department Salary Increase Forecast


2021 Salary Increase Forecast and Impact of COVID-19

123 (close to 90%) companies provided comments on their 2021 salary increase forecast, including the impact of Covid-19. • Approximately 36% of companies noted either the impact was too early to determine, and/or clarified they are monitoring and evaluating the

impact closely, whereas 18% indicated “No Impact.”• Approximately 14% of companies commented they expected merit increases to be eliminated in 2021.• 10.6% of companies are projecting a freeze in merit budgets and 9.8% commented on lower projections.• Less than 5% of companies who offered comments projected better business conditions for 2021 with higher increases.

4.1%

4.1%

4.1%

9.8%

10.6%

13.8%

17.9%

35.8%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0%

NA

No Merit / Salary Reductions

Positive projections

Lower Projections

Project Freeze

Eliminated

No Impact

TBD


Forecasted 2021 Merit Increase Budget Distribution Of the 138 companies reporting a merit increase forecast for 2021, 28.3% budgeted exactly 3.0%. 5.8% of merit forecasts were between 2.50% and 2.99%, while only 10.9% were above 3.00%. 51.4% of budgets were zero.

3.6%

5.8%

28.3%

10.9%

51.4%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

A. 2.49% and Below B. 2.50% to 2.99% C. 3.00% D. Greather than 3.00% E. 0%


Forecasted Merit Increase Budget for 2021 Participating companies were asked to indicate the forecasted merit increase budget for 2021, if known. Responses were obtained from 138 companies and are summarized with zeros in the table below.

Survey Element # of Cos. Mean P25 Median P75 Overall Forecasted Merit Increase Budget for 2021 138 1.53% 0.00% 0.00% 3.00% Executive 82 1.49% 0.00% 0.00% 3.00% Management 78 1.16% 0.00% 0.00% 3.00% Professionals 83 1.38% 0.00% 0.00% 3.00% Support / Non-Exempt 78 1.24% 0.00% 0.00% 3.00%

Participating companies were asked to indicate the forecasted merit increase budget for 2021, if known. Responses were obtained from 67 companies and are summarized without zeros in the table below.

Survey Element # of Cos. Mean P25 Median P75 Overall Forecasted Merit Increase Budget for 2021 67 3.15% 3.00% 3.00% 3.00% Executive 37 3.29% 3.00% 3.00% 3.00% Management 30 3.03% 3.00% 3.00% 3.00% Professionals 37 3.10% 3.00% 3.00% 3.00% Support / Non-Exempt 33 2.93% 2.50% 3.00% 3.00%


Forecasted Total Increase Budget for 2021 Participating companies were asked to provide the forecasted total percentage salary increase budget (merit + promotional + special adjustments) for 2021. The tables below report the forecasted budget increase for the legal department overall and by position level. The survey responses from 103 companies are summarized below with zeros. The mean overall forecasted total increase budget for 2021 was 1.18% and the median was 0.00%

Survey Element # of Cos. Mean P25 Median P75 Forecasted Total Increase Budget for 2021 106 1.18% 0.00% 0.00% 3.00% Executive 70 1.26% 0.00% 0.00% 3.00% Management 66 0.85% 0.00% 0.00% 2.00% Professionals 69 1.12% 0.00% 0.00% 2.50% Support / Non-Exempt 65 1.00% 0.00% 0.00% 2.50%

The survey responses from 39 companies are summarized below without zeros. The mean overall forecasted total increase budget for 2021 was 3.22% and the median was 3.00%

Survey Element # of Cos. Mean P25 Median P75 Forecasted Total Increase Budget for 2021 39 3.22% 3.00% 3.00% 3.25% Executive 27 3.26% 2.50% 3.00% 3.00% Management 19 2.96% 2.50% 3.00% 3.00% Professionals 24 3.21% 2.50% 3.00% 3.00% Support / Non-Exempt 22 2.94% 2.50% 3.00% 3.00%


Forecasted Merit Increase Budget for 2021 by Revenue The following table summarizes forecasted merit increase budgets for 2021 without zeros by revenue in five categories.

Revenue Category # of Cos. Mean P25 Median P75 A. $2 Billion and Above 10 3.10% 3.00% 3.00% 3.00% B. $1 Billion

Law Department Benefits & Perquisites


Company Cars and Car Allowances Companies were asked to identify their practices in terms of providing car allowances or cars to the general counsel and executive level lawyers. The responses are summarized in the tables below:

Monthly Car Allowance

Level # of Cos. Mean P25 Median P75

General Counsel 31 $798.9 $500.0 $815.0 $1,025.0

Executive Level Lawyers 18 $657.6 $412.5 $600.0 $824.8

Value of Company Car

Level # of Cos. Mean P25 Median P75

General Counsel 15 $49,333 $41,000 $50,000 $60,000

Executive Level Lawyers 5 $34,200 $37,000


Retirement & Pensions

Participating companies were asked to classify the retirement plans in place for the legal positions within their organization, as either Defined Benefit or Defined Contribution. 542 companies responded to this question. The majority of participants (96.1%) indicated they use defined contribution plans.

Life Insurance Multiples Companies were asked to indicate the level of life insurance provided as a multiple of base salary for various levels of staff within the legal function. The answers provided are summarized in the table below:

Role # of Cos. Mean P25 Median P75 General Counsel 201 1.8 1.0 1.5 2.0 Law Department Executives / Management 160 1.8 1.0 1.8 2.0 Individual Contributor Lawyers 215 1.7 1.0 1.5 2.0 Other Department Professionals 116 1.6 1.0 1.5 2.0 Paralegals 111 1.6 1.0 1.5 2.0 Administrative Staff 105 1.6 1.0 1.5 2.0

Defined Contribution96.1%

Defined Benefit3.9%


Paid Time Off Practices Participating companies were asked to outline their vacation policies for three levels of employees (executives, professionals, and support) and six categories of years of service with the company. The overall response pattern is summarized in the tables below:

Executives

Years of Service # of Cos. Mean P25 Median P75 1 Year of Service 241 16.3 10.0 15.0 20.0 2 Years of Service 209 16.4 10.0 15.0 20.0 5 Years of Service 225 19.2 15.0 20.0 22.0 10 Years of Service 203 21.5 20.0 20.0 25.0 15 Years of Service 188 22.0 20.0 20.0 25.0 20+ Years of Service 188 23.5 20.0 25.0 26.0

Professionals


Support Staff



Training Days Practices Companies were asked to identify the number of planned training days for three levels of staff in the law department. The responses are summarized in the table below:

Employee Level # of Cos. Mean P25 Median P75 Executives 152 4.5 2.0 5.0 5.0 Professionals 182 4.1 2.0 3.0 5.0 Support Staff 116 3.5 2.0 3.0 5.0

Participant Profile


Participant Profile - Industry The bar chart below summarizes the 608 participating organizations by Industry.

4.4%

1.0%

1.2%

1.2%

1.2%

1.3%

1.8%

2.5%

2.6%

2.6%

3.3%

3.6%

3.8%

3.9%

4.6%

4.6%

5.3%

5.4%

7.7%

7.7%

8.1%

22.2%

0.0% 5.0% 10.0% 15.0% 20.0% 25.0%

Other

Hospitality

Business Services

Education

Wholesale

Medical Equipment and Supplies

Associations and Organizations

Telecommunications

Chemical / Metal

Media / Entertainment

Transportation / Transport Svcs

Pharmaceutical

Retail

Healthcare

Manufacturing

Professional Services

Energy

Insurance

Consumer Products

Real Estate / Construction

Financial Services

Technology


Participant Profile - Revenue The pie chart below summarizes the 608 participating organizations by Revenue size.

A. $5 Billion and above19.4%

B. $2 Billion to


Participant Profile – Company Type

The bar chart below summarizes the survey participation by Company Type.

Participant Profile – Department Size

The pie chart below summarizes the survey participation by Law Department Size (Number of Total Staff).

0.5%

0.8%

0.8%

6.7%

7.6%

31.9%

51.6%

0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%

Other

Division

Government

Wholly Owned Subsidiary

Not For Profit

Public Company (For Profit)

Private Company (For Profit)

10 or More34.2%

1-449.2%

5-916.6%

ABOUT EMPSIGHT

Empsight International, LLC is a human resource consulting firm which helps employers make better decisions about their investment in people. Empsight’s compensation surveys enable Fortune 500 and large multinational corporations to benchmark their critical functional areas against other relevant peers. Our surveys are seen as definitive data reference sources in markets where such information is critical to maintaining competitiveness. The surveys cover key corporate functional areas, with an emphasis on new and emerging roles. Our survey participation tools are streamlined and designed for ease of use. We rely on input and feedback from our Survey Advisory Group comprised of industry leaders to keep our surveys competitive and on-point. Our Principals and staff have significant experience in consulting on compensation, organizational and human resource issues across multiple industry sectors.

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ABOUT ACC

The Association of Corporate Counsel (ACC) is a global legal association that promotes the common professional and business interests of in-house counsel who work for corporations, associations, and other organizations through information, education, networking opportunities, and advocacy initiatives. With more than 45,000 members employed by over 10,000 organizations in 85 countries, ACC connects its members to the people and resources necessary for both personal and professional growth.

To learn more about ACC benchmarking services please contact ACC Research at +1.202.293.4103, email [email protected], or visit acc.com/benchmarking.

ACC HEADQUARTERS1001 G Street NW, Suite 300WWashington, DC 20001 USA+1.202.293.4103

BRUSSELSRue de la Science 14b1040 Brussels – Belgium+32.488.46.72.88

HONG KONGSuite One and Two, 23/F The Wah Hing Building 283 Lockhart Road, Hong Kong +852.9686.5089

LONDONMeridian House34-35 Farringdon StreetLondon EC4A 4HL, United Kingdom+44.(0).7960.954826

MELBOURNE PO Box 422Collins Street WestMelbourne, Victoria 8007+61.3.9248.5500

OverviewSurvey ParticipantsLaw Department Staffing Practices & COVID-19 ImpactLaw Department StaffingU.S. Law Department Size - All Participating CompaniesLaw Department Size by Revenue Category (Mean)Law Department Size by Revenue Category (Median)Law Department Size by Country (Median)Law Department Size by Company Type (Mean)Law Department Size by Company Type (Median)Hiring PracticesFurloughs, Layoffs and Reductions in ForceLegal Specialty AreasAdditional Compensation Due to COVID-19Working from HomeAccommodations to Address Employee’s Personal NeedsFlexible Hours Practices by Country

Law Department SpendingLaw Department Spending

2020 Law Department Salary Increase Budget2020 Salary Increase Practices Comments and Impact of COVID-192020 Merit Increase Budget DistributionMerit Increase Budget for 2020Total Increase Budget for 2020Merit Increase Budget for 2020 by Revenue CategoryMerit Increase Budget for 2020 by Company Type

2021 Law Department Salary Increase Forecast2021 Salary Increase Forecast and Impact of COVID-19Forecasted 2021 Merit Increase Budget DistributionForecasted Merit Increase Budget for 2021Forecasted Total Increase Budget for 2021Forecasted Merit Increase Budget for 2021 by Revenue

Law Department Benefits & PerquisitesCompany Cars and Car AllowancesRetirement & PensionsLife Insurance MultiplesPaid Time Off PracticesTraining Days Practices

Participant ProfileParticipant Profile - IndustryParticipant Profile - RevenueParticipant Profile – Company TypeParticipant Profile – Department Size

2020 law department compensation report law... · 2020. 10. 8. · empsight international, llc and...

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