Almost 40 per cent of legal professionals surveyed in this year’s College of Law annual national salary survey are not happy with their salaries.
The second annual survey, which included Queensland lawyers, has been released this week and takes a look at the profession’s average salaries, benefits and work structures.
Overall, 38 per cent of legal professionals surveyed are unsatisfied with their salary, 19 per cent are neutral and 43 per cent are satisfied.
College of Law Group CEO Marcus Martin said the survey hoped to bridge the gap between employer and employee expectations and identified key themes.
“There are some significant themes noted in this year’s salary survey data, one of which is the large proportion of legal professionals who are dissatisfied with their salaries – close to 40 per cent,” Marcus said.
“We have seen the average base salary rise by seven per cent on last year’s data, which is significantly above inflation, but this is the first year we have asked lawyers how they actually feel about their compensation, which is also telling.
“A frustratingly persistent trend is the gender pay gap present across all levels of experience and role delineation within law firms.
“This trend begins immediately after graduation with a six per cent gender pay gap and expands with years of experience.
“A small silver lining is that at graduate level the pay gap has decreased by two per cent; conversely, the overall pay gap persists at an average of 16 per cent this year. We must continue to educate the profession that there is an ongoing parity issue within our industry.”
Those working for corporate, government and NFP organisations were most satisfied with their salaries – 54 per cent of corporate respondents, and 51 per cent of government and 50 per cent NFP respondents.
In small to large law firms, 44 per cent of respondents are satisfied with their salaries, while only 34 per cent of lawyers employed in boutique firms (classified as four partners/principals or less) and sole practitioners are satisfied with their salaries.
The college surveyed more than 1100 legal professionals this year. In line with industry demographics, 64 per cent of respondents were female, 34 per cent male and two per cent diverse or preferred not to say.
The demographics of respondents were similar to 2024, predominately consisting of younger lawyers, with 40 per cent aged 18 to 29, 30 per cent aged 30 to 39, 16 per cent aged 40 to 49, 10 per cent aged 50 to 60, and four per cent aged over 61.
Across the survey sample the average base salary was $109,353 – this reflected a seven per cent increase on 2024’s survey result of $102,100. The fact that 40 per cent of respondents are aged between 18-29 years influenced 2024 and 2025’s findings equally.
Looking at the average base salary determined by years of experience – less than five years is $89,500; six to 10 years is $122,671; 11-14 years is $152,142 and 15-plus years is $161,030.
Organisation type has a significant impact on salary levels. Corporates continue to pay the highest average base salary at $151,989, this is a four per cent increase on last year. Not for profits (NFP) pay the second highest base salary at $114,471, reflecting a seven per cent increase on last year.
Government roles follow with an average base salary of $108,663 reflecting a seven per cent annual increase. Small to large law firms pay an average base salary of $107,367, reflecting a two per cent increase on last year. Boutique law firms (classified as four partners/principals or less) and sole practitioners pay the lowest average base salary at $97,253.
Marcus said work/life balance still ranked as the top priority when considering a new role, followed by a competitive salary and work advancement opportunities.
“Employers appear to be meeting employee expectations halfway with 74 per cent of those surveyed receiving additional benefits predominantly in the form of flexible work arrangements,” he said.
When asked the most important factors in considering a new role, work/life balance was the most important factor at 34 per cent, followed by competitive salary at 29 per cent, advancement opportunities followed at 14 per cent and then professional development opportunities at 12 per cent.
According to the results, 31 per cent of respondents are eligible for a performance-based bonus or incentive. Bonuses and incentives are far more common in corporate organisations and small to large firms. The average bonus across the survey sample is $15,247 annually, which is a 37 per cent increase on 2024’s average bonus of $11,136.
In terms of additional benefits, the most common benefit is flexible working arrangements at 52 per cent, followed by 19 per cent being able to purchase leave and 19 per cent receiving electronic devices.
On par with last year, 51 per cent of respondents have no billable targets. Lawyers working in small to large law firms are most likely to have billable targets – 85 per cent have weekly and/or monthly billable targets.
When it comes to boutique firms (classified as four partners/principals or less) and sole practitioners, this drops to 56 per cent having targets. For those working in a government agency, NFP or corporate organisation this sits closer to 10 per cent. Similarly to 2024’s survey results, the average billable hours expected to be achieved by an individual lawyer is six hours per day.
The report will be released to the public from Monday, August 11, on the College of Law website.
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