Law Firms Expand Partnership Ranks Amid Structural Shifts
Key points:
- Major law firms are expanding partnership classes, with some reaching record sizes.
- Introduction of nonequity partnership tiers is becoming a common strategy among top firms.
- These changes reflect evolving approaches to talent retention and compensation structures.
In recent years, leading law firms have been significantly expanding their partnership classes and introducing nonequity partnership tiers, signaling a shift in traditional partnership structures.
For instance, Kirkland & Ellis, recognized as one of the nation's top law firms, announced a partnership class of 200 lawyers in October 2024. This marked a slight decrease from the previous year's record class of 205, yet it underscores the firm's commitment to substantial partner promotions. Notably, the firm has been increasing its partnership class size annually since 2018, reflecting a trend toward larger partnership cohorts. ([abovethelaw.com](https://abovethelaw.com/2024/10/worlds-richest-biglaw-firm-announces-another-huge-partnership-class/?utm_source=openai))
Simultaneously, many firms are adopting nonequity partnership tiers. Freshfields, a top global firm, introduced a nonequity partnership tier in February 2026, moving away from its traditional all-equity model. This change aims to enhance profitability and align with market trends. ([abovethelaw.com](https://abovethelaw.com/2026/02/top-global-biglaw-firm-announces-nonequity-partnership-tier-expands-lockstep-compensation/?utm_source=openai)) Similarly, Arnold & Porter created an "income partner" role in late 2025, allowing attorneys to start as income partners before becoming eligible for equity partnership. ([abovethelaw.com](https://abovethelaw.com/2026/03/welcome-to-partnership-sort-of-another-top-biglaw-firm-creates-an-income-partner-tier/?utm_source=openai))
These developments reflect a broader industry trend where firms are rethinking partnership structures to remain competitive. By expanding partnership classes and introducing nonequity tiers, firms aim to attract and retain top talent while adapting to evolving market demands.