Leaders Forums 2025: Key Issues and Insights From Across Tasmania

Leader’s Forums were hosted by the Law Society of Tasmania across the state in May 2025. Two groups met in Hobart; sole practitioners who employ no professional staff formed the first group, followed by Hobart leaders and managing partners of multi-partner firms as well as sole practitioners with professional staff; Launceston leaders and managing partners along with sole practitioners met on 15 May.

At each session, Will Justo, President of the Law Society of Tasmania opened with a welcome, an overview of current and future Society initiatives, and made particular reference to data confirming a mid-career practitioner shortage.

Anti-Money Laundering (AML) reforms and obligations were raised. The Society reported that while it is monitoring developments, the lack of guidelines and rules continue to limit the ability to provide comprehensive guidance to the profession. Practitioners were encouraged to analyse the work they do and to familiarise themselves with designated services set out in the relevant legislation. For those offering few of such services, it was suggested they consider whether to continue offering them to avoid the regulatory burden AML will impose.

Also mentioned was a Society’s initiative which was happening in May, i.e. to have a presence at school career expos across Tasmania. This is one of many important pieces in the broader jigsaw puzzle of addressing lawyer attraction and retention in the state. For more on this, you can read the Law Society Representatives Inspire Future Legal Minds at Tasmanian Career Expos article.

Each group raised a variety of topics, issues and concerns with subtleties noted that reflect the region and/or size of legal practice. A summary of the Leaders Forum 2025 discussions is below.

Hobart sole practitioners who employ no professional staff

• Participants discussed the potential for the Society to provide marketing support to sole practitioners.
• Noting that referrals are often made to similar practice structures due to the value clients place on a personal approach, it was suggested that greater visibility of other sole practitioners’ practice areas could assist in facilitating referrals.
• Concerns were raised about competition from non-lawyers in areas such as workplace relations and conveyancing. Will Justo referred to the Society’s recent meeting with the relevant Minister regarding licensed conveyancers.
• The idea of encouraging competition in the professional indemnity insurance market was also identified as a possible area for further exploration.
• The value of internships was highlighted, with emphasis on the importance of exposing students to the realities of legal practice.
• Participants shared insights into different pricing models, noting a diversity of approaches.
• The growing use of AI in practice was also discussed, with agreement on the need for appropriate checks when using such technologies.
• Complaints to the Legal Profession Board of Tasmania were raised, with general support for the introduction of a filing fee.
• The idea of establishing regular informal catch-ups, such as “coffee and cake” sessions, for sole practitioners received strong endorsement.

Hobart leaders and managing partners of multi-partner firms and sole practitioners with professional staff

• In relation to the shortage of mid-career lawyers in Tasmania, an observation from a recent interstate conference noted that while some jurisdictions face an oversupply of lawyers, Tasmania continues to experience a shortfall. In response, the Society advised that was investigating a strategic communications campaign which aims to attract interstate practitioners, with local firm support crucial to converting interest into relocation. Lawyers with existing Tasmanian connections were identified as a key target cohort.
• The importance of targeting interstate practitioners not actively seeking new opportunities was noted, and national publications such as Lawyers Weekly were suggested as useful tools. It was also observed that generalist practice is uncommon in larger cities, an important consideration when recruiting from interstate.
• Discussion turned to lawyers admitted during the GFC period, many of whom left the state for work but may now be open to returning.
• Practice culture and the need for further improvement were also raised.
• Retaining staff through effective use of technology was discussed, with continuing professional development (CPD) opportunities suggested on alternative business models, billing structures, and retainer arrangements. Challenges with switching practice management software were also identified.
• It was suggested that graduate salaries may be seen as too low. While early career salaries have increased in recent years, concerns were raised about the risks of retaining staff “at any cost.” Fee pressure from institutional clients and the inadequacy of the Supreme Court scale were also discussed.
• Pro bono work was mentioned, with one firm preparing to implement a formal internal policy and review process.
• Concerns about complaints handling by the Legal Profession Board of Tasmania included the short 14-day response window, with suggestions that this be extended to 28 days. Encouragingly, there appears to be a trend of more complaints being dismissed without practitioner involvement. Professional development on this topic from the practitioner’s perspective, rather than the regulator’s, was identified as valuable.
• Communication practices among early career lawyers were also discussed, with concern expressed over a reluctance to use the phone, which was leading to communication breakdowns in email correspondence.

Launceston leaders

• Challenges facing the profession were discussed, including the impact of southern competition on northern recruitment, and the difficulty of competing with government roles. Sign-on bonuses were considered, with one model involving delayed payments based on service duration.
• The benefits of practising in Launceston were acknowledged, with participants highlighting a strong collegial culture and low levels of direct competition.
• Recruiting administrative staff was noted as an ongoing challenge.
• Additionally, the high cost of licensing, particularly for IT systems and practice management software, was raised, with strong interest in exploring group discounts.
• The rise of AI use in legal practice was also discussed, with agreement on the importance of implementing safeguards and verification processes to ensure accuracy and accountability.

Leaders Forum 2025 Summary
A summary of current Society initiatives were shared, highlighting concerns about the profession’s mid-career practitioner shortage. AML reforms were discussed, with practitioners encouraged to review whether they are likely to provide designated services. Discussions across Hobart and Launceston forums reflected regional and practice size nuances. Key topics included practitioner recruitment, AI integration, legal pricing models, practice culture, and support for sole practitioners. Calls for marketing support, CPD on business structures, improved communication skills among early career lawyers, and concerns about complaints handling also featured.