Staffing a law office comes with its challenges—tight deadlines, fluctuating caseloads, and unexpected absences can create gaps that need to be filled quickly. That’s where temporary and contract employees can play a vital role. Whether you’re covering for an employee on leave, managing a sudden influx of cases, or handling a special project, temp staff can provide the flexibility and support your law office needs. The key is knowing when and how to use them effectively.
When Should You Use Temporary or Contract Staff?
Temporary and contract employees are most useful in situations where you need short-term help without committing to a permanent hire. Here are some common scenarios where they can be beneficial:
- Covering Employee Absences – Whether it’s maternity leave, a medical absence, or a vacation, temp staff can step in to keep operations running smoothly.
- Managing Workload Spikes – During busy litigation periods, trial prep, or year-end financial reviews, extra administrative support can ease the burden on your permanent staff.
- Special Projects – Large document review projects, audits, or compliance updates often require extra hands but don’t justify hiring a full-time employee.
- Testing a Role Before Hiring – If you’re considering adding a new permanent position, bringing in a temp first can help you assess whether the role is truly needed.
- Filling Hard-to-Hire Positions – If you’re struggling to find the right full-time candidate, a contract worker can provide interim coverage while you continue your search.
What Roles Can Temporary Employees Fill?
Not all positions in a law office are suitable for temporary staffing, but many administrative and support roles are a great fit. These include:
- Legal Assistants – To assist with case preparation, filing, and document management.
- Paralegals – For contract review, legal research, and case organization.
- Receptionists – To handle calls, scheduling, and client communications.
- Billing and Accounting Staff – For invoicing, collections, and financial reporting support.
- File Clerks – To manage records, scan documents, and maintain compliance with document retention policies.
How to Use Temp Staff Effectively
Bringing in temporary staff can be a game-changer, but only if you manage the process well. Here’s how to make the most of it:
1. Choose the Right Staffing Agency
If you’re using an agency, work with one that specializes in legal staffing. They’ll have access to candidates who understand the industry and can hit the ground running. Be clear about your firm’s expectations, required skills, and the level of experience needed.
2. Vet Candidates Carefully
Even though temporary hires aren’t permanent, you still need to be selective. Review resumes, conduct brief interviews, and check references. For roles involving sensitive client information, ensure background checks are in place.
3. Set Clear Expectations
Temporary employees need structure. Outline their responsibilities, working hours, and reporting structure from day one. If they’re expected to use legal software or specific case management tools, provide quick training to set them up for success.
4. Provide Proper Training and Support
Even experienced temp workers need time to adjust. Have a designated point person to guide them through office procedures, technology, and expectations. The more prepared they are, the faster they’ll contribute effectively.
5. Monitor Performance
Don’t assume that just because a temp worker has experience, they’ll immediately meet your firm’s standards. Check in regularly, provide feedback, and ensure their work aligns with the office’s quality expectations.
6. Keep Confidentiality in Mind
Temporary staff often handle sensitive legal documents and client data. Make sure they sign confidentiality agreements and follow firm policies on data security. Limit access to privileged information as needed.
7. Evaluate Their Long-Term Potential
Some of your best hires might start as temporary employees. If you find someone who fits well with your team and demonstrates strong skills, consider offering them a permanent role.