ASIAN LEGAL BUSINESS 18 COVER STORY JUNE 2014

ASIA’S BEST LAW FIRMS TO WORK FOR

The ALB Employer of Choice Rankings were compiled taking into account responses from thousands of law firm employees across Asia, ranging from managing partners to support staff, as well as our own market knowledge. The survey was open in the months of April and May, and law firms have been ranked on the basis of job satisfaction, remuneration, work-life balance, career prospects, mentorship, job security and other aspects, with respondents being asked to submit their responses anonymously to help maintain fairness and objectivity. Law firms have been listed in alphabetical order. WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 19

sia is obviously a happy place to be While a solid majority believes that the ciate at an Indonesian firm. “Once I get back a lawyer right now. Despite a slow- path to partnership in their firms is “very from the office, I am tired and I hardly do any- ing global economy and sporadic transparent,” it is telling that more than 40 thing else. Work becomes my daily routine.” economic and political risks within percent of respondents believe that things But how much do law firms value their certain countries in the region, ALB’s could be better. “There is no information on employees, or at least express their apprecia- AEmployer of Choice Survey recorded what factors are taken into consideration tion? Nearly 60 percent of our respondents a satisfaction rate of more than 95 percent when assessing an associate for partnership,” felt “extremely valued,” with a partner at a among its respondents, with more than 45 complains a senior associate in . Korean firm saying: “The firm’s management percent describing themselves as “extremely Says an associate in India: “It’s hit and miss. does a good job of expressing appreciation satisfied.” Additionally, they also consider People who you think deserve to be made towards the attorneys in our firm.” Adds a themselves well paid. More than 57 percent partners do not end up being made partners, lawyer at an international law firm in Hong consider their remuneration to be above the and some just become partners for being at Kong: “In an office like this, you can really market standard, and a quarter says they the right place and at the right time, or be- feel the contribution you make.” Similarly, job are paid “well above” the market standard. cause of their bargaining position.” security remains high, with nearly 75 percent And above all, the environment in firms is Collaboration seems to be something of respondents noting that they feel secure conducive to happy employees. “I have an law firms do very well, however, with more in their current roles. “I guess partners know understanding boss who believes that all of than 80 percent impressed by how well that just going about firing people isn’t the us should have a work-life balance,” says an the various parts of the firm work together. best way to get things done,” says a senior associate at a Singapore law firm. “In addi- “Everybody in my practice group has a very associate in the Philippines. “Instead, lawyers tion, the nature of the work that I am doing collaborative approach, and although there who need a little help somewhere get support is interesting. Most importantly, I think the are demarcations of responsibility for projects from a team, and the mentoring bit is ramped firm culture is conducive in that I get along and tasks, colleagues are willing to help and up so that the lawyer is better prepared in well with many people, including associates, compensate where needed,” says an associ- the future. Job security is further enhanced partners and staff.” ate in Malaysia. However at the same time, by the fact that individual lawyers are highly When it comes to career growth, an over- there is still room for improvement. “Partners valued by the firm.” An associate in Malaysia whelming majority of respondents (more need to communicate with each other regard- adds that as the firm views its associates as than 94 percent) feel that opportunities for ing work allocation,”says a consultant at an long-term prospects, “the longer I stay, the professional development in their firm are international firm in . “The firm is more apparent this becomes … and the more either good or excellent. “The firm boasts nu- currently short of headcount.” One associ- valuable I feel.” merous professional development seminars ate in India suggests collaboration should Finally, on the issue of how their firms can every year which are at par with external paid be more than just internal. “I think that each improve, respondents offer a wide variety of seminars,” says an associate at a U.S. firm firm should understand that there needs to constructive suggestions. “I think the firm in Hong Kong. At the same time, there are be an open dialogue across firms between should also follow others firms’ efforts in areas where firms can improve, with junior various designations,” they say. “Competitive providing incentives and a clear career path,” lawyers calling for more training, particularly edge is one aspect of business, but sharing says an associate in Indonesia, “I understand overseas, as well as secondments so that and learning from others is another aspect of that some firms regularly increase salary at they can learn their trade even better. “My becoming a better professional. I think each each level.” An associate at a Hong Kong law firm should provide more opportunities to firm should endeavor to create such oppor- firm wants their firm to review its maternity work with the top professional teams, and the tunities where people from across firms can benefits. “It should consider raising the insur- chance to take the lead in large M&A transac- come and interact.” ance protection level of maternity-related tions,” says a senior associate at a Chinese Lawyers tend to be among the more medical expenses, and providing longer firm. Meanwhile, an associate in Indonesia hardworking professionals around, but sur- paid maternity leave beyond the statutory wants “more international exposure and op- prisingly, more than 86 percent are at the minimum,” they say. “Currently, it is not at par portunities for international courses, such as minimum satisfied with the work-life balance with many other international law firms.” And summer courses and training.” Meanwhile, their firms offer. “The work-life balance at our a senior associate in Singapore believes that the numbers for the quality of mentoring firm is excellent,” says a partner at a Korean change needs to begin at the top. “I believe received are also very high, with upwards of firm. “There are several hobby groups inside improvements can be made in management,” 92 percent rating it as good or very good. “I the firm like baseball, basketball team, climb- they say. “The management seems rather supervise two junior lawyers, and I believe ing and so on.” Says a lawyer at a law firm in inflexible, and feedback and suggestions that it is important that they understand Vietnam: “Due to the friendly working envi- from associates are often only dealt with in what they are doing – as in, why we take a ronment within the firm, working late does a perfunctory manner.” In general, however, certain approach to an issue – and not simply not make you tired of the work. Moreover, the feedback remains positive; nearly 80 percent regurgitate what has been done before,” says firm offers many team-building opportunities of respondents “definitely” or “probably” see a partner at a Singapore law firm. “This helps through which each employee feels close.” themselves in the same firm in five years’ time, develop them professionally and adds value But still, there are horror stories. “I spend while more than 68 percent “wholeheartedly” to the work output.” most of my time in the office,” says an asso- recommend their firm to a friend. ASIAN LEGAL BUSINESS 20 COVER STORY JUNE 2014

LLINKS LAW OFFICES

associate cites three reasons why the firm is any reservations. “Frequent discussions, and such a good place to work: “The atmosphere skill and knowledge sharing among lawyers here is relaxing,” he says. “Partners are pro- helps improve their professional expertise fessional not only in legal practice, but also in and thebuilding of the firm’s culture and co- ANJIE LAW FIRM marketing. And there is a transparent evalua- operative spirit,” he says. “Llinks is not only a DACHENG LAW OFFICES tion system and promotion scheme.” Han Kun place for you to work, but also a place where Law Offices is praised for its “extraordinary your dreams can come true.” FANGDA PARTNERS exposure, decent and knowledgeable partners GLOBAL LAW OFFICE and excellent peers,” while Young- HAN KUN LAW OFFICES Ben Law Firm has a “strongly connected team and powerful but modest leaders, with a good LLINKS LAW OFFICES atmosphere of creativity and team building.” SHANGHAI YOUNG-BEN LAW FIRM An associate hails Wang Jing & Co for its WANG JING & CO “comfortable work environment, good rela- BAKER & MCKENZIE YINGKE LAW FIRM tionship with colleagues, and opportunities to DEACONS learn and get promoted,” while a Yingke Law ZHONG LUN LAW FIRM Firm lawyer says “colleagues are friendly and PAUL HASTINGS sincere. It provides development opportuni- With the largest number of responses to the ties.” And a Zhong Lun Law Firm associate Satisfaction levels are consistently high in survey – by some distance – coming from gushes: “We are building an extremely warm Hong Kong, with not a single respondent , the jurisdiction has a total of 10 firms and active working environment in the firm expressing dissatisfaction. While salary levels in the Employer of Choice list for 2014. And that is full of love and happiness.” are generally acceptable, respondents praise job satisfaction levels run very high across At Llinks Law Offices, the firm has a sys- the salary structure and overall transpar- the board, with more than 93 percent de- tem for training and development in place ency (85 percent) and training and develop- claring themselves to be satisfied at the very that allows partners and senior lawyers ment opportunities (96 percent). More than minimum. While salary levels don’t appear to strengthen communications with junior three-quarters of respondents also rate their to be as high as other markets, respondents lawyers so that a good team atmosphere can work-life balance as “good.” About the same are happy with the opportunities for training be created, according to David Yu, the firm’s number also see themselves in the same firm and professional development (93 percent), managing partner. “Regular customised five years from now. the collaborative nature of their teams (86 training can help lawyers with different ex- Baker & McKenzie is praised for being percent) and work-life balance (83 percent). perience and make personal career planning “one of the few firms which is quite decentral- A lawyer at AnJie Law Firm praises the in accordance with the development plan ised and takes a bottom-up approach. This firm for providing a “great platform to improve of Llinks. We try our best to create suitable allows the firm to be quite nimble with its de- one’s skills,” while Dacheng Law Offices is development room for every lawyer,” he says. cision making and provides autonomy across cited for its “range of interesting work and “Meanwhile in terms of life, our considerate the functions.” The one word to describe top-notch clients. Meanwhile, an associate at care for employees deepens their sense of Deacons is that it is “collegial,” according Fangda Partners says that at that firm, “the identity and belonging.” to a partner. “Colleagues share information cases are challenging and my colleagues are According to Yu, the spirit of teamwork and enjoy working together,” they say. “The full of enthusiasm. The working environment enables lawyers at the firm to help each other firm has exceptional roots and reach in Hong is good and friendly.” At Global Law Office, an and share experiences and lessons without Kong, and partners share their contacts with WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 21

tycoons, institutional clients and new clients.” Finally, a Paul Hastings partner lauds the “great opportunities for promotion, excellent platform for developing new clients, and [the fact that] outstanding client service is highly appreciated and legal expertise is treasured,” apart from the friendly work atmosphere and the strong collaborations between partners and associates.

AMARCHAND & MANGALDAS & SURESH A. SHROFF & CO ANAND AND ANAND ANAND AND ANAND TRILEGAL

India, which records a job satisfaction level believe their firm works well together – but firms, and 83 percent say their firm offers solid of more than 96 percent in the survey, also work-life balance is an issue that needs some opportunities for mentoring of junior staff. scores reasonably well when it comes to sal- improvement, with more than a fifth citing And nearly half would recommend the firm ary perceptions – more than 92 percent feel it as poor. That said, more than 85 percent to a friend “wholeheartedly.” Amarchand & that their earning is in line with the market or of the respondents like the opportunities for Mangaldas & Suresh A. Shroff & Co is praised better. Collaboration is a strength – 98 percent training and professional development at their as being an “extremely professional firm with

ANAND AND ANAND IP365° Leading Innovating Inspiring

CONTACT US

NEW DELHI NOIDA MUMBAI CHENNAI B - 41, Nizamuddin East First Channel Building 57 - 58, Rajgir Chambers, Flat No. GA. AR Villa, New No. 31 New Delhi - 110 013 Plot No. 17 A, Sector 16A SBS Road, Fort, Mumbai - 400 023 3rd Main Road, Gandhi Nagar India Film City, Noida - 201 301 (UP) India Adyar, Chennai - 600 020 Phones: +91-11-24350360 India Phones: +91-22-22631488 - 89 India Fax: +91-11-24354243 Phones: +91-120-4059300 Fax: +91-22-22631487 Phones: +91-44-43504228 Fax: +91-120-4243056 - 058 Fax: +91-44-43504232

Website: www.anandandanand.com Email: [email protected] ASIAN LEGAL BUSINESS 22 COVER STORY JUNE 2014

warm staff and friendly lawyers to work with. Firm’ as the overall message.” The retreats are Every day is a learning experience.” designed to foster a team spirit and engender At IP giant Anand and Anand, Managing the firm’s value system. “By creating a platform Partner Pravin Anand believes that the secret for all our 180 lawyers to meet and get to know to creating a great work atmosphere includes each other, our retreats create avenues for dis- AKSET employee-centric recreational events, a col- playing leadership skills and integrity towards ASSEGAF HAMZAH & PARTNERS legiate atmosphere with easy accessibility each other,” she says. “Birthday celebrations, of senior partners and an open culture, and office drinks and dinners, festive theme events, HADIPUTRANTO HADINOTO & PARTNERS rewards and recognition with well-defined quiz contests and children’s competitions reward programmes such as Star Performers are some of the other engagement efforts. The numbers remain generally positive in Award and employee referral programmes. We encourage lawyers to participate in NGO Indonesia. Job satisfaction is experienced by “Our retention strategy includes a holistic eco- initiatives and other initiatives of their interest. more than 93 percent of our respondents, and system centred around career growth, along And of course the inter-firm quizzes, football nearly 58 percent say their salary is above the with a one-stop shop for employees covering and cricket games require no push at Trilegal.” market standard. For more than 95 percent, facilities, such as transportation, cafeteria, For Ghosh, the answer to a happy work opportunities for training and professional health and safety, medical facilities and so environment lies in the values the firm believes development are “good” at the very least, on, and a fun working environment,” he says. in. “Quality without compromise and deliver- and the path to partnership is very transpar- Anand adds that the firm also has a number of ing to our commitment are the two engines ent for at least half the respondents. With job initiatives such as an annual employee satisfac- that keep people constantly motivated,” she security experienced by more than 97 percent tion survey, where feedback and suggestions says. “Small teams ensure active sharing of of respondents, it is no surprise that nearly received are published with full visibility to all knowledge and expertise. Small sizes of teams 48 percent “definitely” see themselves in the employees. also imply direct interaction with the partner. same firm in five years’ time, and a further Among the things Trilegal does to maintain Even our senior most partners are easily ap- 35 percent “probably” see themselves there. employee engagement, says Kosturi Ghosh, a proachable. Open environment, free-flowing Among the firms winning the highest rat- partner at the firm, is the annual firm retreat, discussions and work transparency is what ings are AKSET, which earns praise for “a nice a “much-talked-about team event with ‘One makes for a productive environment.” working environment, good benefits from the WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 23

company, and good professional develop- the responses from Korea and China. Of comes in at a whopping 98 percent, with ment.” An associate at Assegaf Hamzah & the several dozen that filled out the sur- salaries at or above the market standard (97 Partners says that they are “exposed to a vey responses, though, Mori Hamada & percent), salary structure rated highly (94 variety of transactions, seniors and partners Matsumoto was cited as having a “very percent) and well-received training oppor- at the firm are professional, work environ- professional work environment” and “the tunities (96 percent). More than 71 percent ment is extremely satisfactory and career best partners.” An associate at Nagashima believe that the path to partnership is very path is open and merit based.” Meanwhile, Ohno & Tsunematsu lauded the firm for transparent, and more than 90 percent are Hadiputranto Hadinoto & Partners is lauded “always helping me achieve my professional satisfied with their work-life balance. With for “providing each of the professionals with goals, while helping me maintain a work-life more than two-thirds of respondents feel- an equal opportunity to grow and at the same balance.” And the partners at Nishimura & ing “extremely valued” and job security at time, provide a consistent and well-thought Asahi were praised for being very cooperative upwards of 98 percent, it is no surprise that professional development programme, not and supportive, thus enabling a “pleasant more than 87 percent see themselves in the only for associates but also for partners.” office environment.” same firm in five years’ time. An associate at Shin & Kim praises the quality of work: “Our clients are the nationwide or global leading companies and their legal issues are always tough but challenging and interesting. I al- ways feel I’m encountering new issues others have yet to come across.” MORI HAMADA & MATSUMOTO BAE, KIM & LEE According to Sky (Sih Kyoung) Yang, NAGASHIMA OHNO & TSUNEMATSU SHIN & KIM a partner at Bae, Kim & Lee, the firm of- fers a great work atmosphere by fostering NISHIMURA & ASAHI YULCHON mutual trust based on which its employees can develop and maintain strong bonds and Responses from Japan this year were sur- However, the mood is tremendously upbeat relationships. “Furthermore, bkl encour- prisingly low, amounting to a fraction of across the ocean in Korea. Job satisfaction ages corporate social responsibility through

Bae, Kim & Lee LLC offers comprehensive services for businesses and investors in Korea. A firm of 500 lawyers and consultants, BKL is able to deliver swift, focused advice in every area of commercial interest for our multinational clientele.

Core practice areas include capital markets, banking and financial services, M&A, project finance, regulatory, tax, antitrust and fair trade, corporate reorganization, employment law and dispute resolution.

Often turned to for the more challenging transactions, BKL consistently earns international distinctions for high-caliber service and exemplary results. In all our work, our standard is to deliver expedient advice and resourceful advocacy, guided by a sure grasp of the commercial needs. For more information, please visit us at www.bkl.co.kr ASIAN LEGAL BUSINESS 24 COVER STORY JUNE 2014

recruit top-notch professionals for both entry- level and experienced attorney positions, says Yang. “Our competitive benefits packages and continued commitment to rewarding work experiences attract applications from the industry’s most qualified candidates,” he says. “At the same time, the firm believes that effective training is essential for professional development and, therefore, maintains vari- ous internal training programmes to ensure that its professionals are well prepared for the evolving needs of clients.” Further, Yang points to BKL’s “open and democratic working environment” which en- courages all its members to freely and proac- tively discuss and put forward suggestions on a variety of issues ranging from client service and internal communications to management BAE, KIM & LEE issues. “For example, partners and associates hold their respective town hall meetings at least once every year where they have open debates and panel discussions on topics of diverse pro bono activities, and our experts feel proud of our firm and our commitment their concern,” he says. “The firm also ar- and employees make contributions in vari- to society.” ranges annual partner retreats and associate ous regions of the country,” he says. “Such With the belief that its people are its retreats to provide a platform for internal valuable experiences make our members greatest asset, BKL consistently strives to co-mingling among professionals and morale

FOLLOW US ON TWITTER!

@ALB_Magazine

With its portfolio of leading titles, online services, Law Awards and In-House Legal Summits, ALB provides authoritative and unbiased insights, and unmatched networking and business development opportunities, to legal professionals throughout Asia Pacific and the Middle East. WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 25

YULCHON

building.” He also notes that BKLis one of the Son, reflects Yulchon’s “unique and conge- enables us to stay nimble and flexible, and few leading law firms in Korea to institute a nial” work environment. “Yulchon works as create a collegial work environment condu- transparent partnership system. “We believe a team,” he says. “Unlike other law firms, cive to efficient and effective collaboration that our fair and accountable management Yulchon rewards its professionals not based among our professionals.” structure allows us to maintain healthy and on their individual practice, but based on their In 1997, adds Son, Yulchon founded the sustained growth, and to promote collabora- overall contribution to their practice team and Yulchon Academy, the first of its kind in South tive teamwork,” says Yang. the firm. This allows us to staff a matter with Korea’s legal industry. “It is an in-house con- The name Yulchon literally translates the best professionals for the task regardless tinuing education centre that provides career to “law village,” and this, says partner Doil of who generated the matter. In turn, this development programmes, language training ASIAN LEGAL BUSINESS 26 COVER STORY JUNE 2014

programmes, various professional and gen- lawyers in the past year or two, it is no surprise views. “We are conducting an Employee Value eral liberal arts courses as well as short-term that they’re generally a happy bunch. Job Proposition survey to gather feedback from and long-term overseas study programmes satisfaction is at 93 percent, and 89 percent everyone in the firm,” she says. “This allows for Yulchon employees all year round,” he appreciate the training and development us to ensure that we continue to offer a good says. In terms of recruiting the best talent, opportunities at their firms. While work-life combination of rewards, professional and tal- Yulchon has a special recruiting programme balance could generally be improved (more ent development, and organisational culture targeting provincial law school graduates in than a fifth rate it as poor or very poor), nearly and work environment to retain our best tal- South Korea for the purpose of helping pro- half feel “extremely valued” within their firm, ent.” The firm also conducts professional and vincial law schools increase their competitive- and 46 percent would “wholeheartedly” rec- soft-skills training throughout the year, and its ness as well as discover the best talent from ommend their firms to a friend. lawyers have the opportunity to engage and all parts of South Korea rather than just from A lawyer at Azmi & Associates praises the work with lawyers in the other member firms the capital city of Seoul, adds Son. firm for its “easy decision making, minimal of Baker & McKenzie through cross-border organisation layering and very understand- deals, joint initiatives and retreats, she says. ing management.” At Raja, Darryl & Loh, an Chew adds that in addition to the initia- associate lauds the “good exposure, friendly tives described above, the firm is also com- colleagues and staff,the minimal politics and mitted to building a conducive and inclusive the decent working hours.” And Zul Rafique work environment, “so employees have all & Partners makes the cut on the basis of its the support they need to be effective and AZMI & ASSOCIATES “emphasis on continuing professional devel- efficient, and have a sense of belonging” RAJA, DARRYL & LOH opment and a reasonable work-life balance.” to the team. “We constantly try to improve Chew Kherk Ying, managing partner of or implement processes to support greater WONG & PARTNERS Wong & Partners, says that the firm believes effectiveness and efficiency,” she says. “We ZUL RAFIQUE & PARTNERS that continuous employee engagement is also organise non-work related activities important for the retention of good talent, throughout the year. These include celebrat- With the amount of capital markets and M&A and this entails really listening to what the ing cultural festivals together, participating in work that has been available to Malaysian employees need and want, and valuing their community outreach initiatives and outdoor

Asian Legal Business 2014 Employer of Choice Passionately Global | Culture of Friendship | Commercial Pragmatists | Ahead of the Curve Thank you for also recognising the Firm with the following awards: Asian Legal Business Malaysia Law Awards • Intellectual Property Law Firm of the Year 2014 • Equity Market Deal of the Year 2014 • M&A Deal of the Year 2014 Asian Legal Business Southeast Asia Law Awards • Malaysia Deal Firm of the Year 2012-2013 • Southeast Asia M&A Deal of the Year 2013

Wong & Partners Level 21, The Gardens South Tower Mid Valley City, Lingkaran Syed Putra 59200 Kuala Lumpur, Malaysia Tel : +603 2298 7888 / Fax: +603 2282 2669

Wong & Partners is a member of Baker & McKenzie International, a Swiss Verein with member law firms around the world. In accordance with the common terminology used in professional service organizations, reference to a “partner” means a person who is a partner, or equivalent, in such a law firm. Similarly, reference to an “office” means an office of any such law firm. WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 27

activities such as a friendly but competitive go-kart race.” When it comes to attracting the best legal talent in the market, Wong & Partners offers a “very competitive package but in addition to that, we also invest heavily in developing the team,” she says, adding that the firm also provides the team “with exposure to interesting and challenging legal work, and our associates have the opportunity to be seconded to other member firms in Baker & McKenzie’s global network.”

ROMULO MABANTA BUENAVENTURA SAYOC & DE

ROMULO MABANTA BUENAVENTURA SAYOC & DE LOS ANGELES sense of trust among each other. Even when QUISUMBING TORRES (BAKER & MCKENZIE) there are disagreements about strategy and legal position, we work on threshing things out in a respectful, civil manner, always with Of the ranked firms in the Philippines, an “ex- an eye toward the shared goal of giving our DREW & NAPIER tremely satisfied” associate at Quisumbing clients the best service and outcome.” DUANE MORRIS & SELVAM Torres mentionsthe “big clients, high per- Samson adds that in order to retain the centage of wins and very competent partners best talent, the firm makes sure its lawyers HARRY ELIAS PARTNERSHIP and lawyers.” are well compensated, and that everyone RHTLAW TAYLOR WESSING Ramon Miguel C. Samson, an associate has an incentive to work hard. “Everybody RODYK & DAVIDSON at Romulo Mabanta Buenaventura Sayoc gets hired on the assumption that they will & De los Angeles, says that a great work seek to advance their careers in the firm and atmosphere begins with a good fit among eventually make partner,” he says. “We also While job satisfaction is high (93 percent), people. “This is why it is important to not just make sure that our people are busy but not much like across Asia, Singapore’s lawyers hire the best talent, but to hire people who overburdened with work, and understand don’t consider themselves extravagantly will work well together,” he says. “Our people that everyone seeks a proper balance of work paid, with more than 80 percent believing consciously try to create a team spirit and a and life.” their salary to be at the market standard ASIAN LEGAL BUSINESS 28 COVER STORY JUNE 2014

or below. That said, the opportunities for training and professional development are well-rated (93 percent), and work-life bal- ance is solid as well (87 percent). Job security also remains high (less than 3 percent feel insecure about their jobs) and two-thirds of the respondents see themselves at the same firm in five years’ time. Duane Morris & Selvam is “growing, responsive and highly dynamic. This is exactly the type of environ- ment in which I enjoy working,” according to a respondent. According to an associate, Harry Elias Partnership has “good support and staff welfare. Autonomy is given to manage cases. I have good resources and team mates.” Meanwhile, RHTLaw Taylor Wessing has “excellent working conditions surrounded by great people who are willing to teach and impart their expertise. It’s also a firm that promotes work-life balance.” “We are very careful when we choose people to join us, and we have been very fortunate to continue to have really excellent talent join us,” says Kelvin Tan, a director at Drew & Napier. “Our duty to them is to invest DREW & NAPIER our efforts to ensure they will have good suc- WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 29

cessful careers with us. We take mentoring feel they contribute to the case, and that very seriously. Senior lawyers take time and their contribution is valued,” says Philip effort to train young lawyers and pay close Jeyaretnam, SC, the firm’s managing partner. attention to their development. This is an “It’s the same for all employees – right down investment for the long haul, and it has paid to the tea lady. The dignity of work, being EIGER LAW dividends. We are proud of the fact that many useful, and winning respect are important. LEE AND LI ATTORNEYS-AT-LAW of our partners started out with our firm as No one gets pampered, but everyone gets pupils.” respected.” Tan adds that Drew also has a “family As managing partner, says Jeyaretnam, In Taiwan, Eiger Law is noted for its “work atmosphere” and an “open door” culture. he is constantly talking to young lawyers. environment with no glass ceilings, and in “People in your team are like friends and “Also, every equity partner knows it is part of which advancement is based on attorney family, so this makes it easy to come to work their responsibility to nurture young lawyers, merits.” Meanwhile, Lee and Li is praised for every day,” he says. Says Blossom Hing, an- and help them with the next step, whether it its “quality of work, and a work-life balance other director at the firm: “We offer flexible is making it to senior associate or to salaried that is very satisfying.” arrangements to respond to the different partner, or that last great leap into the ranks needs of our lawyers. For example, we have a of equity,” he says. Younger lawyers are the Work from Home programme where lawyers best opportunities to develop their skills, he can work from home a day every two weeks. says. “This means entrusting them with re- We trust our lawyers to work from home sponsibility,” says Jeyaretnam, “Sometimes, and deliver quality work. We also encour- this requires actively persuading clients to age secondments to major clients so that give younger members of a team the chance TILLEKE & GIBBINS our lawyers can experience work from an to take the stage. An example from our WEERAWONG, CHINNAVAT & in-house perspective.” disputes practice is when we get a younger PEANGPANOR At another ranked firm, Rodyk & Davidson, lawyer to take on the cross-examination the key to a happy atmosphere is making sure of a witness while the ‘first chair’ takes the In Thailand, another country with high job employees feel valued. “Lawyers need to back seat.” satisfaction rates, local giant Weerawong,

Premier Singapore law firm since 1861.

EMPLOYER OF CHOICE 2014

| www.rodyk.com ASIAN LEGAL BUSINESS 30 COVER STORY JUNE 2014

Chinnavat & Peangpanor is praised for its sociate, legal assistant or support staff - takes strong tradition of mentorship (98 percent) “extremely dynamic environment and very pride in carrying out complex, high-stakes and a great work-life balance (83 percent). high standards of work ethics.” work for our world-class clients. By shar- Similarly, the salary structure and overall sal- Darani Vachanavuttivong, co-managing ing knowledge among our various practice ary transparency at the firm seems to be well- partner and managing director, intellectual groups and offices, we foster an environment received, with more than 85 percent in favour. property, at Tilleke & Gibbins, says that the of open communication and continuous Additionally, nearly 90 percent of the respon- firm’s approach to acquiring and retaining learning, and this approach ensures that dents believe the path to partnership is either talent is simple: Hire the best and brightest we keep our employees fully engaged while very or somewhat transparent. “Partners can lawyers in the market, and give them an op- delivering exceptional results for our clients.” share with you what you may need to be pro- portunity to shine. “Early in their careers, we moted to a partner,” says an associate at one encourage our associates to build their ca- of the country’s larger law firms. “You can ask pabilities through challenging assignments, questions if it is not clear. With nearly half of while ensuring that they receive tailored the respondents feeling “extremely valued,” mentoring to help in their development,” and a high level of job security for nearly three she says. “And we have set out a clear career quarters, it is not surprising that 71 percent see progression model, so that both associates RAJAH & TANN LCT LAWYERS themselves in the same firm in five years’ time. and partners can measure their progress TILLEKE & GIBBINS The quality of work is also a highlight. “The against the firm’s expectations. Through this deals are mostly cross-border and involving talent management approach, our lawyers VILAF foreign parties,” says an associate at Rajah are able to continuously improve and advance & Tann LCT Lawyers. “I could not expect in their careers.” Salaries might not be the strongest point for a better firm to start into the legal world.” Adds Tiziana Sucharitkul, co-managing a lot of Vietnamese firms, but the solid job Meanwhile, VILAF is lauded for its “friendly partner and director, dispute resolution, at satisfaction level means that lawyers find and professional environment, wide practice, the firm: “Everyone wants to do work they a lot of other good things about their firms. skillful and experienced lawyers, good benefits can be proud of. At Tilleke & Gibbins, every This includes the opportunities for training for employees.” member of our team - whether partner or as- and development (upwards of 95 percent) a According to Thomas Treutler, partner

CONRAD HONG KONG - 12 SEPTEMBER

Join Asian Legal Business as it once again paves its way for the frank exchange of views, sharing of best practices and formulation of strategies for the legal professionals of Hong Kong, running on the 12th of September. Topics include China M&A, compliance management, ethics and good governance and much more. Interact with some of the most active and influential lawyers from Hong Kong, Asia and the rest of the world.

Free slots are available to in-house lega experts, C+ business executives, as well as members of the academia. For more information, please contact Tracy at (852) 2847 2046 or [email protected]. http://www.legalbusinessonline.com/events

HTTP://WWW.LEGALBUSINESSONLINE.COM/EVENTS

WORKSHOP SPONSORS SPONSOR ONLINE LEGAL ALB SUPPORTS PRESENTED BY RECRUITMENT SPONSOR

ASSOCIATE SPONSOR

Advert1.indd 1 6/11/2014 7:52:14 PM WWW.LEGALBUSINESSONLINE.COM : @ALB_Magazine : Connect with Asian Legal Business COVER STORY 31

TILLEKE & GIBBINS

and managing director, Vietnam at Tilleke team integration by giving everyone a voice office, and we often include families in these & Gibbins, teamwork is a key factor in the in shaping their work environment,” he says. events. Through CSR initiatives, team-building firm’s success. “We’ve seen rapid growth in “Teamwork depends on strong relationships activities or other social events, our employees our headcount over the past few years, but with your colleagues, so we make an effort build strong bonds with one another, and this we’ve managed to maintain a high level of to regularly bring together everyone in the is reflected in their strong teamwork.”