Troutman Pepper: Associate Market Compensation Matches Milbank Scale 2027

• Troutman Pepper Locke will align its associate compensation with the Milbank salary scale.
• This new pay structure will become effective on January 1, 2027.
• The match applies to first through fourth-year associates, with starting salaries at $235,000.
• Mid-level and senior associates are excluded from the lockstep grid, a long-standing firm policy.
• The firm's lockstep compensation grid has expanded from two to four years of coverage.

This distinction is crucial for understanding the true impact of the Troutman Pepper Locke delayed salary increase on its workforce, as it implies a period where associates are not receiving the top-tier compensation that the market scale represents.

Troutman Pepper Locke has announced a significant adjustment to its associate compensation framework, aligning certain associate classes with the prevailing market rates established by the Milbank salary scale. This move positions the firm among others in the Biglaw landscape that have responded to recent industry-wide pay increases. The new compensation structure is slated to become effective on January 1, 2027, marking a future implementation for the revised pay rates.

Under the updated policy, first-year through fourth-year associates at Troutman Pepper Locke will receive compensation on a lockstep basis, mirroring the Milbank scale. This means that associates in these specific class years will see their salaries begin at $235,000. The decision reflects an effort to ensure competitive Troutman Pepper Locke associate market compensation for a segment of its junior legal talent.

While the firm's announcement signals a match to the Milbank scale, the implementation comes with specific conditions and a phased approach. Notably, the revised Troutman Pepper Locke associate salary scale applies exclusively to associates in their first four years. Mid-level and senior associates, consistent with a long-standing firm tradition, will not be integrated into this new lockstep compensation grid. This practice of differentiating pay for more experienced associates dates back to the firm's formation in 2025 through the merger of its predecessors, Troutman Pepper and Locke Lord.

Historically, Troutman Pepper Locke's compensation structure for associates beyond their second year involved a two-tier system, categorizing them into either a "standard" or "increased" scale. Under the newly announced changes, only those older associates who were previously placed on the higher "increased" tier will see their compensation align with the Milbank scale. Despite these limitations, the firm's lockstep grid has expanded, now covering four class years instead of the previous two, offering greater predictability in compensation for a larger group of junior attorneys.

The delayed effective date of January 1, 2027, for Troutman Pepper Locke's salary adjustments stands in contrast to the immediate implementation seen from firms like Milbank, whose raises took effect in the summer of the announcement year. This means that Troutman Pepper Locke associates will continue to be paid at prior year's rates through the latter half of 2026, despite the firm's commitment to match the new market standard. This approach highlights a particular trend within Biglaw associate pay trends where firms announce future matches rather than immediate increases.

Troutman Pepper Locke is not an anomaly in this regard, as other firms have also opted for a "match now, pay later" strategy. However, this delayed salary increase means that while the firm eventually intends to offer competitive compensation, its associates will not immediately benefit from the current market-leading rates. This distinction is crucial for understanding the true impact of the Troutman Pepper Locke delayed salary increase on its workforce, as it implies a period where associates are not receiving the top-tier compensation that the market scale represents.

This article discusses internal law firm compensation policies and does not present a direct practical implication for legal or compliance professionals in their advisory or regulatory roles.

Source: Original reporting via Above the Law.