Five ways senior lawyers can regain momentum after a career break or redundancy

Career breaks and periods of transition are increasingly common among senior lawyers – whether it is as a result of redundancy, parental leave, health reasons, or simply the need to reset after years of high-intensity practice. Yet for many, returning to the market can feel daunting. Questions about relevance, market expectations, and shifting firm priorities often become barriers to re-entry.

But the landscape has changed. Leading law firms are more open than ever to experienced lawyers returning after time away, particularly where candidates bring maturity, sound judgment and the broader perspective that only experience can provide. As a seasoned interim recruiter for law firms, I’ve seen first-hand that a strategic approach can turn a career break into a genuine advantage.

Below are five practical steps senior lawyers can take to regain momentum and position themselves strongly for the next phase of their career.

1. Craft a clear and confident narrative

One of the most common challenges for returners is explaining the gap. Senior lawyers often fall into the trap of over‑justifying, over‑explaining or apologising for their break. In reality, the key is to present a concise, confident narrative that frames your career trajectory with purpose.

A strong narrative should answer three questions:
Why the break? Why now? And what value do you bring next?

You do not need lengthy explanations: a short, factual line on your CV and a future‑focused message in interview is sufficient. Firms are less concerned with the reason for a break and far more interested in:

• Your track record before stepping away
• The expertise you bring back
• Your readiness to re-engage in practice at a senior level

A grounded, confident story removes hesitation and enables hiring partners to focus on your capabilities, not your gap.

2. Rebuild professional visibility

Visibility is currency in the legal industry. After time away, even the most accomplished lawyers can slip off the radar of former colleagues, clients and market contacts. Re-establishing your presence is one of the fastest ways to regain momentum.

This doesn’t require broadcasting your job search. Instead, focus on meaningful engagement:

• Reconnect with former partners or peers, even informally
• Attend targeted legal events or practice-area seminars
• Refresh your LinkedIn profile to align with the type of role you want
• Participate in webinars, panel discussions, or alumni groups

Firms routinely hire senior lawyers they “know of”, “have heard good things about”, or “have come recommended”. Rebuilding visibility ensures your name circulates again in the places it matters.

3. Update your skills and market awareness

Confidence often dips after a career break, not because capability fades but because the speed of legal development can feel overwhelming from the outside. A targeted refresh quickly bridges that gap.

Consider:

• Continuing professional development (CPD) sessions from the Law Society or practice-area groups
• Legal updates from LexisNexis, Westlaw, Practical Law, or professional associations
• Short technical courses in areas that have evolved (sanctions, ESG, digital regulation, AI governance, etc.)
• Leadership or business development training if you are targeting counsel or partner-track roles

Senior lawyers bring the judgment, commerciality and client-handling skills that firms value most. A focused skills refresh enhances your confidence and reassures firms that you are ready to return at pace.

4. Use interim or transitional routes to build momentum

A permanent role is not the only path back into the profession. Many senior lawyers successfully re-enter the market through transitional opportunities that allow them to rebuild confidence and demonstrate current capability.

These may include:

• Fixed-term contracts
• Consultancy roles
• Secondments
• Returner programmes
• Project-based assignments
• Maternity cover or interim resource support

These options provide immediate, up-to-date experience and often lead directly to permanent opportunities. For many senior returners, they also offer a smoother transition back into the intensity of private practice or in‑house work.

Law firms hire interim solicitors to support busy teams, respond to surging workflows or bring in specialist expertise. It is an excellent way to re-establish market presence while keeping long-term options open.

5. Partner with a specialist recruiter who understands senior hiring

Re‑entering the legal market at a senior level requires more than simply applying for roles. The landscape for counsel, senior associate, and partner-track hires is niche, relationship-led, and often confidential. A specialist recruiter can provide:

• Insight into which firms are open to returners
• Honest feedback on market expectations and positioning
• Protection from duplicate applications
• Advice on shaping your CV, narrative, and interview approach
• Access to partners and teams not openly advertising roles
• Strategic guidance on whether to pursue permanent or interim opportunities

The right recruiter becomes your advocate. They help you navigate a competitive market, align your expertise with the right opportunities, and present your profile with the clarity and confidence senior hiring teams expect.

A return can be a strategic advantage

A career break is not a disadvantage – it is part of a modern legal career. Senior lawyers return with perspective, resilience, and a renewed sense of direction. Firms value those qualities more than ever.

With a clear narrative, refreshed visibility, targeted upskilling, and the right guidance, you can turn a period of transition into a launchpad for the next and often most rewarding stage of your career.

A return is not about reclaiming old momentum – it is about building new momentum, with purpose.