It’s clear that the latest wave of law graduates brings with them a fresh set of expectations, and it’s more than just anecdotal chatter among recruiters. Let’s dig into what the data tells us.
According to Jobs and Skills Australia, the professional workforce, including the legal sector, is forecast to grow by approximately 409,800 jobs (10.9%) in the five years to May 2029, and by 785,000 jobs (20.9%) through to 2034. That sustained demand gives new graduates real flexibility and confidence in their early career choices.
With opportunity comes expectations. The Australian Jobs 2025 report makes it clear that younger professionals are seeking more than just a role and a pay check, they want structured career progression, continuous upskilling, and transparency about future growth.
Data also shows strong early employment outcomes for law grads via the 2023 Graduate Outcomes Survey: 74% of law and paralegal graduates are in work within four to six months, well ahead of the 68.9% average across all fields.
This confidence also translates into mobility. ABS data shows that in the year to February 2025, 12% of people aged 15–24 changed jobs – almost double the national rate. Gen Z doesn’t just want flexibility; they expect it. A recent survey revealed that around 61% of Gen Z workers in law regard flexible hours as extremely important, and they’re often relied upon to drive digital transformation in firms through reverse mentoring and tech adoption.
Graduates are entering a legal profession where technology skills are increasingly essential. According to the Australian Jobs 2025 report, digital literacy is now one of the most in-demand employability skills across professional industries, including law. This aligns with ABS data showing that 60% of managers and professionals who work from home cite flexibility, often enabled by technology, as their main reason, reflecting a shift towards tech-enabled, agile work practices. For many new entrants, familiarity with tools such as legal research software, case management systems, and emerging AI applications is not an added bonus but an expected part of their professional toolkit.
So what does this mean for law firms?
It’s no longer enough to offer an attractive salary. To engage and retain this talent, you need to provide meaningful development, genuine flexibility, and a culture that values purpose, innovation, and digital fluency. Firms that can do this won’t just attract top graduates, they’ll help them thrive and stay.
At Elias Recruitment, we’re attuned to these shifts and ready to guide you in connecting with (and building careers alongside) the next generation of legal professionals.
Jason Elias