Asking for a salary increase or promotion makes even experienced lawyers uncomfortable. That discomfort is normal, and it is rarely about the number itself. It is usually about not feeling fully prepared to make the case.
Quick answer: The first step in any salary or promotion negotiation is understanding your value, both to your firm specifically and to the broader legal market. That means reflecting honestly on your contribution over the past year, researching what the market is currently paying for your experience level, and identifying the self-talk that might be holding you back before you ever sit down with your partner or manager.
This is Part 1 of a two-part series. Here, we focus on building that foundation. Part 2 will cover how to turn that preparation into an actual conversation.
Start by Reflecting on the Past Year
Most lawyers are more valuable to their firm than they give themselves credit for. The problem is rarely a lack of contribution, it is a lack of a clear, evidenced answer when the moment comes to explain it.
Before your review, sit down and honestly answer some of these questions. Write your answers down so you can refine them later.
- What work have you introduced or brought into the firm?
- What have you contributed to developing the practice? Have you trained or mentored others, introduced new processes, or built your own professional brand?
- Have you completed, or made progress on, any further study or qualifications?
- What new experience or practice areas have you taken on?
- What were your most significant wins for clients this year?
- Did you help retain a client the firm might otherwise have lost?
- What have your billings looked like?
- What mistakes have you made, and what did they teach you? Owning a mistake and showing what you learned from it is a sign of growth, not a weakness to hide.
- Where else have you grown, even in ways that are harder to quantify?
Know Your Numbers, and Know Your Market
Understanding your value inside your firm is only half the picture. The other half is understanding what the broader legal market is currently paying for someone at your level and in your area of practice.
A few practical ways to do this:
- Research your specialisation. Is the market growing in that area? Is it being shaped by legislative change, economic conditions or shifting client demand? What have you done to adapt to those changes, particularly if they could otherwise work against your career?
- Check current job listings. What roles are being advertised in your practice area right now, and what does that tell you about demand for your experience and skill set? What salary ranges are being offered?
- Talk to a recruiter you trust. A specialist consultant who genuinely knows your market can give you a realistic read on where you sit, not just against your peers, but against the wider Brisbane and Queensland legal market.
Salary surveys can offer a rough guide based on years of post-qualification experience, but PQE alone rarely tells the whole story. Firms weigh far more than fees billed when assessing remuneration, and understanding that broader picture is part of preparing properly.
Recognise the Story You're Telling Yourself
Sometimes the biggest barrier to a salary conversation is not the market or the firm. It is the internal narrative that talks you out of it before you have even started.
You might recognise some of these:
- "I'm not sure I'm worth more than my colleagues."
- "If they say no, I'll feel exposed and it will be awkward going forward."
- "I already tried once and got knocked back, so what's the point."
- "Asking might mean more responsibility and expectation I'm not sure I want."
- "They'll sort it out for me eventually, if it really matters."
- "If I bring up money, they'll think I'm being pushy."
If any of that sounds familiar, it is worth noticing. None of these thoughts are evidence of your actual value. They are simply the stories that make a difficult conversation feel safer to avoid.
Preparation Is the Work
Once you have reflected honestly on your contribution, done your market research and named the self-talk getting in your way, you are already most of the way there. The next step is turning all of that into a clear, coherent case you can put to your partner or manager, which we will walk through in Part 2.
Frequently Asked Questions About Preparing for a Salary Review
How do I know if I'm underpaid for my role?
Compare your role against current job advertisements for similar experience and practice area, consider a general salary survey as a rough guide, and, ideally, speak with a recruitment consultant who works closely in your specific market for a more accurate read.
What if I've asked for a pay rise before and been turned down?
A previous knock-back does not tell you what a future conversation, with better preparation and clearer evidence of your value, will produce. Treat each review as its own case, built on the most recent evidence of your contribution.
Does PQE alone determine my market value?
No. Years of post-qualification experience is only one factor. Firms also weigh the complexity of your work, client relationships, business development, mentoring and broader contribution to the practice.
Should I talk to a recruiter before my salary review, even if I'm not looking to move?
Yes. A recruiter who knows your practice area well can give you an honest, current view of the market, which is valuable information going into any negotiation, regardless of whether you are considering a move.
Want an Honest Read on Your Market Value?
If you would like a clearer picture of where you sit in the current Brisbane or Queensland legal market before your next review, use the contact form to get in touch. We are always happy to have that conversation, whether or not you are actively considering a move.
Look out for Part 2 of this series, where we cover how to turn this preparation into a confident, well-navigated salary or promotion conversation.
