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DLA Piper

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DLA Piper

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DLA Piper FAQ

Have questions about working at DLA Piper? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at DLA Piper.

All answers shown come directly from DLA Piper Reviews and are not edited or altered.

49 English questions out of 49

May 24, 2022

What is paid time off like at DLA Piper?

Pros

Worldwide footprint and big law experience are good on the resume, Cravath-scale pay.

Cons

Everything - questionable ethics of leaders, inept and “yes-man” HR department, focus on making money more than doing what’s right, horrible communication and feedback for associates and staff, passive-aggressive approach to associate management and reviews, partners also in leadership positions don’t pay enough attention to their practices, partners don’t manage their poorly behaved clients and associates suffer because of it, junior and mid level associates have only mediocre and inept “pool” assistants who provide terrible service for the most part, elitist and gossipy culture where those with a conscience or ethics feel like the odd man out, “unlimited” time off policy for attorneys is a fallacy and rarely does anyone actually feel free to take a vacation (let alone be able to not work on the rare occasion they do take vacation). Shall I go on?

Advice to Management

When employees say they’re being harassed or mistreated, listen to them! Stop bowing to the money and instead focus on creating at least a decent culture where everyone is respected and allowed to speak out. HR is inept and an embarrassment - they are leadership’s puppets and afraid to support employees. Pay your staff more, they work hard and make nothing while attorneys make money hand over fist. Get rid of the ridiculously inefficient pooled-assistant model and let junior and mid-level associates have assigned assistants. Billing is a mess and incredibly inefficient - streamline structure of billing and number of people involved. Stop listening to every big business consultant and their fads, it creates a dizzying set of structural and operational changes every couple years. Expose associates to law firm operations and firm management aspects from year 1. Stop hiring new law grads with no experience in life or work just because they went to a top school. Stop focusing on firm PR and bragging rights, and start ensuring associates and staff are actually respected and rewarded for their efforts. Stop stratifying every support or admin task and involving too many people in an attempt to reduce costs (a la billing and assistant structures). Stop holding meetings and conferences that are expensive and simply a waste of time (a la flying associates cross-country for a one-day conference; lavish partner and practice group retreats). Make summer associates actually do real work, rather than just wining and dining them all summer and giving them the illusion that working in big law / at this firm is an all-expenses-paid party with a high salary. For highly specialized practice groups, hire only highly specialized grads and laterals. Offer everyone a hiring bonus in the firm’s initial offer, rather than trying to be cheap and hoping offerees don’t know any wiser. Personal affiliations shouldn’t blind leadership and lead to hiring of inept and inappropriate candidates, particularly where diversity is a convenient rationale (here’s looking at you, Sang Kim). If you can’t change the above, then reduce the billable-hour requirement and increase generosity of bonus structure.

aggressive approach to associate management and reviews, partners also in leadership positions don’t pay enough attention to their practices, partners don’t manage their poorly behaved clients and associates suffer because of it, junior and mid level associates have only mediocre and inept “pool” assistants who provide terrible service for the most part, elitist and gossipy culture where those with a conscience or ethics feel like the odd man out, “unlimited” time off policy for attorneys is a fallacy and rarely does anyone actually feel free to take a vacation (let alone be able to not work on the rare occasion they do take vacation).

May 24, 2022

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January 27, 2021

Does DLA Piper offer relocation assistance?

Pros

Good benefits package Good equipment and IT support Some flexi-working On site canteen Friendly co-workers

Cons

Long hours Impersonal middle management Large workload with few opportunities for autonomy Team turnover due to burn out or people generally getting tired of being overlooked for all the hours they put in

Advice to Management

Realise it costs more to keep hiring and training new people than listening to and working with those you already have. It’s why the team has never settled and don’t work as efficiently or productively as you’d like.

Good benefits package

January 27, 2021

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October 13, 2020

Does DLA Piper offer dental insurance?

Pros

Good medical benefit and coverage. Good opportunities for career progression.

Cons

Lack of support. Demanding billable hours and target.

Good medical benefit and coverage.

October 13, 2020

See answer

February 24, 2021

Does DLA Piper have a pension plan?

Pros

Good benefits and pension plan.

Cons

Exceedingly hierarchical. Staff are mistreated and management turns a blind eye. No consideration whatsoever for work life balance.

Good benefits and pension plan.

February 24, 2021

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June 10, 2020

Does DLA Piper offer a wellness program?

Pros

Good benefits at this firm and nice coworkers!

Cons

Can have more work functions

Advice to Management

Focus on team work and more work functions

Good benefits at this firm and nice coworkers!

June 10, 2020

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49 English questions out of 49

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