Global law firm Herbert Smith Freehills topped the 2021 list while a number of firms, including NewLaw firm LegalVision, appeared in the ranking for the first time. Ashurst also maintained its position near the top of the list. To see the full Top 25 Attraction Firms ranking, click here.

Allens rose from the third spot on the list to the second this year, which the firm’s chief people officer, Jane Lewis, said was due in part to providing extra support for staff over the last turbulent 18 months. 

“We’re really pleased that legal professionals across Australia see Allens as a great place to build a legal career,” she said.

“We work really hard to provide an environment where our people feel supported and valued – and we’re glad our commitment is recognised and valued by the broader legal market.”

In terms of retaining staff during a pandemic, Allens said that their recruitment efforts focus on attracting the brightest minds from a wide range of diverse backgrounds.

“In recent years, we have evolved the ways we connect with the talent market and improved our ability to identify the best candidates. This is difficult to demonstrate for those outside the firm, so we have invested in providing potential candidates with an inside view of our firm and people. Initiatives such as our Allens Confidential podcast, our This is Allens campaign, and our Meet & Engage sessions are designed to give real, first-hand impressions of our people and what it’s like to work at Allens,” the firm said.

“We realise that the best candidates are more than just their grades – we see enormous strength in the unique backgrounds and life experiences our people bring to the firm and to our clients, and actively seek to recruit lawyers from a diverse pool.

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“We were the founding partner in Australia of the RARE contextual recruitment tool, an opt-in tool that enables firms to view a candidate in context by offering a more complete picture of their background, including considerations such as socio-economic background, education and personal experience.”

In October 2019, Allens also announced a new parental leave policy, wherein the firm adopted a program that does not distinguish between primary and secondary caregivers, provides a temporary break from billable expectations for legal employees when returning to work, and pays superannuation on the unpaid component of leave.

“We also empower our people to work in a way that honours where they currently are in their lives, enabling them to balance their own needs with those of clients and colleagues. We recognise there is no ‘one size fits all’ approach to flexible work; instead, promoting choice, balance, trust and accountability, and adaptation to change. It can be flexible in terms of where you work, when you work or how you work, or a combination of these,” the firm said.

“Throughout the last 18 months, we have focused on providing tailored support to our people. This has included having open conversations on what support people need, providing access to leave and flexible work hours to support our people juggling work and caring responsibilities and running weekly wellbeing sessions with our consulting psychologist on topics such as sleep, mindfulness and establishing routines.”

This news follows a range of promotions for Allens staff in the last year. In June, the firm announced 24 senior appointments, including nine to the partner level, before promoting 50 to senior associate level in July this year.