Compensation and Benefits

Compensation

We are committed to recruiting, retaining, developing and promoting the best legal talent. Accordingly, the total compensation package for all lawyers at the firm is highly competitive with that of other major law firms.


In 2010, WilmerHale is beginning to transition from a lockstep system of compensation to a merit-based model. Under the merit-based compensation model, we will continue to have a highly competitive total compensation package for all associates, senior associates and counsel. However, the merit-based model will recognize and reward individual skill level and the value of an individual lawyers' overall contributions each year.


The compensation package will continue to consist of base salary, benefits, and the annual performance bonus. Over the course of a two to three year transition period, a larger percentage of each lawyer’s total compensation will be built into the annual performance bonus. Both the base salary and annual bonus component will reflect our Career Advancement Program’s focus on the individual lawyer and his or her development. Currently, our base salary for first-year associates is $160,000.


The merit-based bonus system aligns well with our clients’ focus on value delivered, rather than simply hours billed. It also provides the potential for our strongest performers to earn more than they could at peer firms. Our overall objective in moving to merit-based compensation is to recognize and reward strong performance at all levels, and to recognize and reward lawyers for the qualities and contributions that both the firm and our clients value most. Bonuses are awarded based on factors such as; efficiency, productivity, teamwork, collegiality, quality of substantive work, client service and overall firm performance.

• Health, dental, vision and life insurance
• Disability and long-term care insurance
• Paid parental leave
• Blackberries, laptops and remote network access 
• Reduced hours and flextime alternatives
• 401(k)
• Four weeks vacation annually
• Flexible Spending and dependent care reimbursement accounts
• Bar expenses and CLE
• Moving expense reimbursement
• Emergency child-care programs
• Domestic partner benefits 
• Onsite fitness center access (Boston and DC); subsidized health club membership (NY, LA and Palo Alto) 
• Onsite cafeteria (Boston and DC)
• Counseling and referral programs
• Pre-tax parking/commuter programs; daily bicycle storage
• 529 College Savings Plan