A partner decides to retire, accepts a government post, or makes an unexpected lateral move. Sometimes, it’s more abrupt, a sudden illness or personal emergency. Whatever the reason, a once-steady hand in the firm’s operations is gone. And with them goes years of institutional knowledge, client relationships, and leadership.
For many law firms, these moments trigger a scramble marked by unanswered questions, workflow disruptions, and, often, a lack of preparedness. But transitions like these, while inevitable, need not be chaotic. With the proper systems and a clear succession plan in place, transitions can be managed with ease.
Why Succession Planning Is Often Overlooked
Despite its critical importance, succession planning remains neglected in many law firms. According to research from Robert Half Legal, 39% of lawyers polled said their law firm does not have a succession plan in place for its key leadership roles.
The reasons vary. Some firms fear sparking internal politics, while others view succession as a distant concern. Still, others operate with an implicit reliance on individual relationships rather than structured continuity.
Yet the consequences of inaction are consistent: client attrition, billing delays, and internal uncertainty.
What Must Be Addressed When a Partner Exits
Succession planning is more than just naming a successor; it’s about ensuring operational resilience.
Firms need to address the following immediately:
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Client transition: Communicating clearly and confidently to reassure clients.
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Case management: Reassigning matters without disruption.
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Billing access: Ensuring that financial approvals and disbursement vouchers continue without bottlenecks.
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Equity and compensation: Handling buyouts, shares, and legacy compensation cleanly and transparently.
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Team morale: Staff must understand the transition process and be aware of what comes next.
This is where legal operations technology can play a pivotal role.
The Role of Systems in Managing Transitions
Firms relying on informal handovers or legacy desktop software are especially vulnerable during leadership changes. When institutional knowledge isn’t shared, or worse, when it’s stored on a partner’s personal device, continuity suffers.
Cloud-based platforms, such as CoreMatter, a legal practice management and accounting system, centralize key data and assign user-based permissions to prevent these gaps. With features like Matter Approval workflows, firms can ensure another partner or senior staff member can step in seamlessly. The ability to access and approve matters in real time from any device minimizes disruptions.
Not Just for Retirement: Planning for the Unexpected
Succession is not always planned. When unexpected departures happen, it creates a need for quick preparedness. If a law firm does not have a formal succession plan, it risks poor communication and operational delays.
Firms with good systems and legal technologies, however, can navigate these moments with less friction. Centralized systems that maintain memos, track disbursements, and log real-time updates reduce reliance on any one individual.
Institutional Knowledge Should Be Shared, Not Hoarded
Effective succession planning begins with understanding the organization’s culture. Firms that treat knowledge as a shared resource rather than a personal asset are more likely to maintain stability when partners leave.
CoreMatter helps teams collaborate and maintain organized records. It links and stores very action related to a case, including notes, updates, and billing entries. This way, when leadership changes, the new lawyer or partner can easily access the complete case history.
This principle of transparency helps protect not only the firm’s interests but also the client’s experience.
Key Questions Every Firm Should Consider
For firms assessing their readiness, several critical questions arise:
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Has a successor been identified and trained for each of the central practice areas?
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Are key client relationships diversified across more than one partner?
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Can billing and approvals continue without delay if a partner leaves?
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Does a current agreement govern the distribution of firm equity?
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Are core legal operations, including timekeeping, disbursements, and case access, managed via a centralized platform?
Firms answering “no” to several of these questions may benefit from reviewing both their governance structures and their operational tools.
From Planning to Execution: Technology’s Role in Continuity
Succession plans are only as effective as the systems that support them.
With CoreMatter, law firms can embed resilience into daily operations. By consolidating matter tracking, financial approvals, trust accounting, and team communication, firms create a digital system that supports not only growth but continuity.
And because CoreMatter is accessible from anywhere via browser or mobile, it ensures that even during transitions, the practice stays responsive, professional, and aligned.
The End of an Era Shouldn’t Mean the End of Stability
Every firm will eventually face the question: what happens when a partner leaves?
The answer depends not only on leadership but on preparation. With proper planning, transparent internal processes, and modern practice management tools, firms can transition with confidence.
CoreMatter provides the structure and visibility today’s law firms need to future-proof their operations. To learn how your firm can be better prepared for leadership transitions, book a demo today.
