Ireland’s leading law firms are still predominantly staffed by women, but leadership remains largely in male hands—save for one notable exception.
Across the six largest Irish firms—Matheson, A&L Goodbody, Arthur Cox, McCann FitzGerald, Mason Hayes & Curran, and William Fry—together employing roughly 1,700 solicitors, the gender pay gap reports for 2025 show women still lag behind in the upper rungs, even as overall female representation climbs in the workforce. William Fry, the smallest of the six, stands out by showing a wage advantage for women on an hourly basis, with a pay gap of -1.0 percent. In contrast, Arthur Cox reports a 1.0 percent gap in favor of men, while Matheson posts a substantial 16.2 percent gap—one of the widest among the group, and the firm with the largest headcount.
On average, the Big Six’s gender pay gap widened by about two percentage points since 2023, moving from 6.5 percent to 8.5 percent.
When equity partners—owners rather than salaried employees—are factored into a broader all-employees view, gaps widen dramatically: William Fry shows a 37 percent gap, while A&L Goodbody and Arthur Cox each report 58 percent. The industry-wide average for these broader figures sits around 51.8 percent, a slight improvement from 55 percent two years earlier.
It’s crucial to understand that these figures do not imply equal pay for equal work. Instead, they reflect how each gender is represented at different levels within the firms, which shapes overall compensation patterns.
Among staff, women constitute the majority across the board—roughly two-thirds of the total workforce. Yet leadership, ownership, and high-paid roles reveal a different picture: women typically account for a smaller share of equity partners and other top decision-makers, with progress described as gradual and uneven.
For example, Arthur Cox reports 35 percent of its equity partners are women this year, up from 27 percent in 2022, while the broader partner category has moved from 40 percent to 41 percent over the same period. William Fry’s figures show a flip over two years: 39 percent of partners were women in 2023, and the proportion of women in senior leadership roles (partners and top management) rose to 39 percent in 2025, up from 38 percent for partners.
McCann FitzGerald increased its women equity partners from 30 percent in 2022 to 36 percent in 2025, a rise the firm partly attributes to more women being promoted to partner—though the pool in any given year remains relatively small. Mason Hayes & Curran reports 60 percent of solicitors as women and 43 percent of partners as women, with commentary noting a pipeline where 66 percent of overall firm staff are female, 43 percent of partners are female, and 59 percent of fee earners are female. Still, the partner share has hovered around the mid-40s in recent years.
Across all six firms, initiatives like mentorship programs, hybrid work, and family-friendly policies are frequently highlighted as core strategies to move the needle. Several firms also collaborate with external bodies to refine policy measures and support structures.
An area of concern sometimes highlighted by industry groups is leadership representation. For instance, the Irish chapter of the 30% Club lists only one female among the six Big Six chairs, underscoring ongoing momentum challenges at the highest levels.
Industry voices underscore that change is possible but slow. Maria Souza, president of the Dublin chapter of the Professional Women’s Network (PWN), emphasizes transparency as a crucial first step. She argues that while firms publish partner figures, genuine cultural change hinges on shifting promotion pathways away from long-hours culture toward leadership impact that benefits all staff. In her view, real equality benefits everyone, including men who shoulder fewer burdens when leadership roles are earned through capability and impact.
Law Society leader Mark Garrett echoes the sense that progress has started but remains slower than desired. He notes the growing availability of legal roles outside traditional law firms—from in-house positions to public-sector work—and highlights that these avenues broaden opportunities for women and men alike. The profession has seen a pivot toward broader career paths beyond conventional partnership tracks, contributing to a more diverse trajectory for new lawyers.
Alison Hodgson of CIPD Ireland stresses that culture is central to sustainable progress. She calls for inclusive recruitment and flexible work practices that accommodate varied life circumstances, while also acknowledging there’s no one-size-fits-all solution. The path to unlocking top talent involves a proactive, ongoing commitment to equitable pathways from the outset, ensuring everyone can apply, join, and thrive—and that leadership reflects the talent pool as it evolves.
Would you agree that the pace of change in these firms mirrors broader professional trends, or do you think the legal sector needs a more radical rethink to achieve true parity sooner? Share your thoughts in the comments.
