The intellectual property profession continues to evolve, with changing attitudes toward compensation, career progression, flexibility, and workplace wellbeing reshaping the sector. We recently explored the findings of our annual Patent and Trademark Salary Survey, revealing several key trends that were influencing the careers of IP professionals in 2025.
Is Job Hopping Still the Route to Higher Salaries?
For many years, changing firms was widely regarded as the most effective way for patent and trademark attorneys to secure significant salary increases. Professionals could often expect a substantial uplift in pay by moving to a competitor, making lateral moves a common strategy for career advancement.
However, the latest survey data suggests that this trend is beginning to shift. Firms are placing a greater emphasis on retaining existing talent, and salary increases associated with changing employers have become more modest. While moving firms can still result in a pay rise, most candidates are now seeing small to medium-sized increases rather than the dramatic jumps that were once commonplace.
The exception tends to be professionals with highly sought-after technical expertise. Candidates working in niche or particularly in-demand fields may still command significant salary premiums when changing firms, but these opportunities are becoming more selective.
Work-Life Balance Has Become a Core Priority
Although salary remains one of the most important considerations for IP professionals, work-life balance has firmly established itself as a key factor in career decisions.
What was once viewed as an attractive additional benefit has now become an expectation for many candidates. The survey highlights the growing importance of flexible working arrangements, with remote working emerging as the third most important factor when considering a role. Flexible hours also ranked highly, and hybrid working policies are now widely regarded as standard across private practice.
Despite the demand for greater flexibility, fully remote positions remain relatively uncommon. Many firms continue to favour hybrid models due to investments in office infrastructure and concerns about the impact of remote working on training, collaboration, and the development of junior attorneys. As a result, candidates seeking fully remote opportunities may find their options more limited than expected.
Billable Hours Remain a Major Source of Stress
The billable hour target continues to be one of the most discussed aspects of life within the IP profession. While targets themselves are often cited as a source of pressure, the survey suggests that the real issue lies in whether those targets are realistically achievable.
Many attorneys reported that factors beyond their control can significantly affect their ability to meet billing expectations. A lack of available work from Partners, fluctuations in client demand, and limited opportunities for associates to generate their own business can all create challenges.
The findings show a mixed picture. Around half of respondents felt their billable hour targets were very achievable, suggesting that many firms are setting realistic expectations. However, a substantial proportion of professionals still experience considerable stress related to billing requirements, regardless of the support structures available to them.
These results indicate that firms may need to focus not only on target levels but also on ensuring that attorneys have the resources, workflow, and support necessary to consistently meet those expectations.
Progress Continues on Parental Leave and Career Breaks
The survey also highlighted evolving attitudes towards parental leave and career breaks across the IP sector.
One of the most notable findings is the continued movement towards greater equality in parental leave policies. In 2024, 81% of firms reported offering the same parental leave policy to all employees, reflecting a growing commitment to equitable workplace practices.
Despite this progress, maternity leave remains the most common reason for extended career breaks within the profession. The sector continues to face challenges in encouraging greater uptake of paternity leave and shared parental leave schemes, with cultural and practical barriers still influencing how these benefits are used.
As firms seek to attract and retain diverse talent, parental leave policies are likely to remain an important area of development in the years ahead.
Looking Ahead
The 2025 Salary Survey paints a picture of a profession that is increasingly focused on more than just pay. While competitive compensation remains essential, factors such as flexibility, work-life balance, manageable workloads, and equitable workplace policies are becoming equally important in attracting and retaining talent.
For both employers and professionals, understanding these evolving priorities will be critical in shaping the future of the IP sector.
As the profession continues to change, gathering up-to-date industry insights remains more important than ever. That’s why our 2026 Patent and Trademark Salary Survey is now open. Whether you’re a qualified patent attorney, trademark attorney, trainee, paralegal, or IP support professional, your input helps us build one of the most comprehensive snapshots of the market each year.
By taking part, you’ll contribute to a better understanding of salary trends, career development, workplace policies, and the issues that matter most to IP professionals.
Have your say by completing the 2026 Salary Survey today!
