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Legal salary benchmarks and trends

2027 Salary Guide

Get customized salary insights Job seekers: Explore opportunities and grow your career. Compensation is a key hiring challenge for corporate legal departments and law firms competing for professionals in high-demand areas such as litigation, compliance, contract management, data privacy and legal operations. With top candidates often weighing multiple opportunities in this field, offers need to reflect current market conditions, role requirements and experience. Law firms and in-house legal teams often compete for talent in different ways, which can impact salary expectations and job offer decisions. Base pay, bonuses, equity, billable-hour requirements, flexibility and total rewards all influence how candidates evaluate attorney, paralegal and legal support roles. Hiring managers: Meet with us to get customized salary insights and guidance so you can build offers candidates say yes to.

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The salaries below default to national averages. Select a job category and city to find figures for a specific market. Starting compensation can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry; company size, complexity or revenue; and demand for the role. To reflect this variability, we report our compensation data in 3 levels: low, mid and high.
Escritórios de pequeno porte Escritórios de médio porte/butiques Escritórios de grande porte Empresas Bancos
Cargo Baixa Mid Alta Advogado(a) Trabalhista Contencioso Sr (escritórios de pequeno porte) 8100 9900 11900 Advogado(a) Trabalhista Contencioso Pl (escritórios de pequeno porte) 6000 7500 8950 Advogado(a) Trabalhista Contencioso Jr (escritórios de pequeno porte) 4500 5650 6750 Advogado(a) Consultivo Trabalhista Sr (escritórios de pequeno porte) 9800 12000 14450 Advogado(a) Consultivo Trabalhista Pl (escritórios de pequeno porte) 6950 8650 10300 Advogado(a) Consultivo Trabalhista Jr (escritórios de pequeno porte) 5000 6200 7400 Advogado(a) Contencioso Cível Sr (escritórios de pequeno porte) 11000 13450 16200 Advogado(a) Contencioso Cível Pl (escritórios de pequeno porte) 7200 8900 10600 Advogado(a) Contencioso Cível Jr (escritórios de pequeno porte) 5150 6450 7700 Advogado(a) Contencioso Tributário Sr (escritórios de pequeno porte) 12650 15500 18650 Advogado(a) Contencioso Tributário Pl (escritórios de pequeno porte) 9050 11050 13300 Advogado(a) Contencioso Tributário Jr (escritórios de pequeno porte) 6250 7700 9300 Advogado(a) Consultivo Tributário Sr (escritórios de pequeno porte) 13600 16550 19950 Advogado(a) Consultivo Tributário Pl (escritórios de pequeno porte) 9650 11800 14200 Advogado(a) Consultivo Tributário Jr (escritórios de pequeno porte) 6600 8100 9650 Advogado(a) Empresarial/M&A Sr (escritórios de pequeno porte) 14600 17750 21400 Advogado(a) Empresarial/M&A Pl (escritórios de pequeno porte) 10650 13000 15700 Advogado(a) Empresarial/M&A Jr (escritórios de pequeno porte) 6750 8250 9900
Baixa
The candidate is new to the role or has limited experience and is still developing core skills.
Mid
The candidate has moderate experience in the role or one similar, meets most requirements, and may hold transferable skills or relevant certifications.
Alta
The candidate has extensive experience in the role, demonstrates advanced skills, and often brings specialized certifications or industry experience.

Legal compensation trends

Data at a glance

65%

of legal leaders are making more competitive offers, especially for business-critical roles with limited talent pools.

74%

are offering salaries above their planned range, citing the need to secure candidates with specialized skills as a top reason.

67%

are offering higher pay for relevant AI skills, with 29% offering more for AI-related expertise than for other tech skills.

Specialized skills commanding premiums

Professionals with the following skills may command higher pay: Financial analysis Budgeting and forecasting Excel (Advanced) Big data ESG reporting AI skills National accounting standards Financial modeling

Salary negotiations

Specialized finance and accounting professionals have greater leverage in salary negotiations as employers increasingly reward hard-to-find expertise with targeted pay premiums instead of broad salary increases.

72%

of managers are willing to negotiate base pay.

58%

say candidates frequently negotiate higher salaries based on specialized skills.

34%

of professionals struggle with knowing their market worth.

Rewards that prompt career moves

When base pay is similar, legal professionals often weigh the full compensation package, especially when evaluating law firm and in-house roles with different workloads, reward structures and career paths. Top benefits and perks that influence a job change:

Financial incentives

Bonuses, profit-sharing programs, stock options

Work‑life balance and flexibility

Paid time off, hybrid or remote work options, flexible hours Explore more total rewards insights

Roles, industries, practice areas on the rise

Roles requiring specialized skills and technical expertise in areas such as litigation, corporate law and contract management are expected to have salary growth above the projected +2.2% average for legal positions. +3.9% Attorney, 4-9 Years’ Experience +3.6% Attorney, 2-3 Years’ Experience +3.4% In-House Counsel, 4-9 Years’ Experience +3.3% Paralegal +2.9% Contract Manager
Employers in these industries need skilled professionals to navigate regulatory complexity, litigation demands, high contract volume and data privacy initiatives. Financial services Tech and IT Healthcare and life sciences Retail trade
Specialized practice area experience may justify higher pay, especially when it aligns with business risk, regulatory demands or litigation needs. Ethics and corporate governance Intellectual property Labor and employment law Litigation M&A and corporate transactions Privacy, data security and information law Securities and capital markets

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Salaries and trends by profession

Get 2027 starting salaries and salary insights in our other professional fields. Finance and accounting Technology Marketing and creative Administrative and customer support Non-clinical healthcare Human resources
The salary benchmarks in the Salary Guide From Robert Half are the result of a rigorous, multistep process designed to reflect projected market trends for 2027. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Learn more about our methodology. Non-salary data is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers at small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.
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