Foley & Lardner: Milbank Salary Match Set for 2027, 1,950 Hours

• Foley & Lardner announced it will match the Milbank salary scale for its U.S. associates.
• The new compensation structure and enhancements will become effective on February 1, 2027.
• Associates will be required to bill 1,950 hours annually, including pro bono, plus 150 investment hours, with first-years billing 1,900 hours.
• The salary match applies up to first-year senior counsel but does not include Milbank's $455,000 salary for eighth-year associates.
• Foley & Lardner reported $1.45 billion in gross revenue in 2025, supporting these compensation adjustments.

The firm's commitment to matching the Milbank salary scale, a key aspect of this compensation overhaul, extends to associates up to the level of first-year senior counsel.

Foley & Lardner has unveiled a comprehensive update to its associate compensation and advancement framework, signaling a significant shift in its approach to talent remuneration. This strategic move is designed to bring the firm's pay structure into direct alignment with the competitive Milbank salary scale, a benchmark often followed in the legal industry. The firm's decision underscores a commitment to attracting and retaining top legal talent by offering market-competitive compensation.

These substantial enhancements to the entire advancement and compensation structure will be uniformly applied across all of Foley & Lardner's United States offices. The firm has set an effective date of February 1, 2027, for these new compensation levels to take effect, providing associates with a clear timeline for the upcoming changes. This proactive adjustment aims to ensure that Foley & Lardner remains a desirable workplace for legal professionals.

Under the newly revised compensation model, associates at Foley & Lardner will encounter updated expectations regarding their annual work contributions. The firm has stipulated an annual billing requirement of 1,950 hours, a figure that encompasses both traditional client work and credited pro bono hours, emphasizing the value placed on community service alongside client representation. This structured approach to billable time is a common feature in large law firms, linking productivity directly to compensation.

Beyond the standard billable hours, associates are also mandated to complete an additional 150 "investment hours." These hours likely pertain to firm-building activities, professional development, or other non-client-specific contributions that support the firm's overall growth and operational efficiency. A notable exception to the general billing rule applies to first-year associates, who will have a slightly lower annual billing target of 1,900 hours, acknowledging their initial period of adjustment and training within the firm.

The firm's commitment to matching the Milbank salary scale, a key aspect of this compensation overhaul, extends to associates up to the level of first-year senior counsel. This ensures that a broad range of associates will benefit from the increased pay. However, it is important to note that the firm has drawn a line, opting not to match the highest-tier compensation offered by Milbank, specifically the $455,000 salary designated for eighth-year associates. This indicates a strategic decision regarding the upper limits of its associate pay scale.

Foley & Lardner's decision to significantly enhance its compensation structure is underpinned by a robust financial performance, as evidenced by its reported gross revenue of $1.45 billion in 2025. This strong financial standing provides the foundation for the firm to make such substantial investments in its human capital, reinforcing its position in the competitive legal market. The firm's ability to generate considerable revenue allows it to align its compensation practices with industry leaders.

The comprehensive nature of these "enhancements," which span the entire advancement and compensation structure, reflects a strategic effort to not only match market rates but also to foster a progressive career path for its associates. By aligning with the Milbank salary scale, Foley & Lardner aims to solidify its reputation as a firm that values and rewards its legal professionals, ensuring it remains an attractive employer in the highly competitive Biglaw environment. This move is a clear signal of the firm's intent to remain a top-tier destination for legal talent.

This article details a US Biglaw firm's associate compensation structure. It has no direct actionable legal or compliance implication for lawyers or compliance officers in Africa, as it pertains to internal firm economics in a different jurisdiction.

Source: Original reporting via Above the Law