Submitted announcement from Taylor Root
Candidates are prioritising flexibility, purpose and stability
One of the most consistent trends across the region is the growing demand for flexible working. Candidates increasingly expect hybrid or remote options as standard, and the concept of a four-day working week is gaining traction particularly in Dutch firms and progressive in-house teams. Flexibility is no longer seen as a perk – it’s a baseline expectation.
However, flexibility isn’t the only consideration. Many legal professionals are actively seeking roles that offer stability and a clear sense of purpose. Organisations that demonstrate a positive societal impact (or align with candidates’ personal values) tend to stand out in a crowded market.
Purpose-driven employers are especially attractive to mid-level professionals who are looking to make long-term career moves.
Regulatory and compliance roles lead the way
Demand for legal talent remains strong across the region, but some areas are more active than others. Regulatory and compliance positions continue to drive hiring, particularly in financial services and technology. As EU regulations become more complex and far-reaching (especially in areas like digital governance and ESG reporting) organisations are under pressure to ensure compliance and avoid risk.
Conversely, sectors with fewer regulatory demands or greater exposure to economic volatility have seen a slowdown in recruitment. Some manufacturing and traditional retail sectors, for example, have taken a more cautious approach to hiring in the past 12 months.
Salaries are rising especially for mid-level Lawyers
Salaries across the region have generally trended upwards, but the largest increases have been concentrated in the mid-level bracket (around 5 – 10 PQE). These Lawyers are seen as highly valuable: they offer strong experience but are often more flexible and affordable than their senior counterparts.
Junior Lawyers and those at Legal Director/General Counsel level have seen more modest salary movements, although benefits packages (particularly those tied to flexible working, mental health and family policies) are becoming increasingly important as part of the overall offer.
Niche expertise is in short supply
Legal professionals with expertise in regulatory compliance, privacy and sustainability are in high demand across the region. As companies respond to new legislation, from the EU’s Digital Services Act to the CSRD, there is growing urgency to secure talent with the right technical understanding and sector experience.
However, supply is limited. Lawyers who specialise exclusively in these areas remain relatively scarce, leading to strong competition and upward pressure on salaries.
AI is reshaping teams and fixed-term roles are favoured
AI and automation continue to transform legal operations. Routine tasks are increasingly being handled by technology, allowing legal teams to focus on more strategic work.
This shift is changing not only how legal work is done, but the skillsets employers are looking for. Tech-savvy and adaptable professionals are particularly well positioned.
Another notable trend is the slight decline in interim roles. Fixed-term contracts have become more popular due to recent changes in regulations surrounding interim contracts.
Strategic hiring is essential to stay ahead
Businesses across the Netherlands face several common challenges, but also real opportunities. One of the biggest risks is being reactive rather than proactive particularly when it comes to regulatory change.
Employers that hire early and plan ahead are more likely to attract top talent and avoid salary inflation linked to urgent demand.
Equally, employers need to understand what today’s candidates value. Offering flexibility, security and meaningful work isn’t just about engagement; it’s about competitiveness in a tight market.
Investing in people and technology will drive growth
Looking ahead, the biggest opportunities lie in technology, talent and integration. Businesses that invest in legal tech, especially AI and workflow automation, can improve efficiency and deliver greater strategic value to the business. But technology must go hand in hand with people.
Enhancing employee satisfaction through smarter working models like hybrid setups or compressed weeks can improve retention and performance. Building high-performing teams will also require the right mix of generalist and specialist talent, and closer alignment with wider business goals.
In a region where regulatory complexity is growing and top legal talent is in high demand, those who plan ahead, adapt to new expectations and invest in their people will be best positioned for success.
Download the legal salary guide today.
Tobias Herweijer
Senior Director | In-house Legal and Compliance
+31 6 2166 3054
tobiasherweijer@taylorroot.com
