Whether you are now expecting a baby or had a baby in law school, early on in your legal career, or after practicing for years, it’s only a matter of time before someone–a colleague, a stranger, a hiring manager (tsk, tsk, right?)–comments on the timing of your baby’s arrival and the baby’s impact on your career trajectory.  It’s easy to get wrapped up wondering about the best time to have a “baby in the law,” especially given traditional practice schedules, billing structures, and systemic ”mommy lawyer” stigmas. 

But the reality is that babies come when they come–coincidentally, often when women (and men) are busy establishing their legal careers (in 2005, the average age for a first-time mother was 25.2).  Likely every lawyer who has a child will feel the impact of that child on their career, even if it’s only feeling rushed in the morning on the way out of the door to daycare and the office. 

But can’t lawyers like LL be super stars in the law and super mothers, as they define motherhood for themselves?  Absolutely.  Especially when flexible practice options exist.  Employers and employees have much to gain from increasing flex-time options, including part-time schedules, contract work arrangements, and jobshares. 

In this economy, what’s not to love about flexible work?  From the employer and client perspectives, part-time lawyers are often cheaper (e.g., less overhead, lower billing rates, and cost-effective talent retention).  From the lawyer perspective, increased flexible work options means breathing room to dream big. 

When it comes to making comments about timing, it’s time for more lawyers to start saying…isn’t it time for real, meaningful alternatives to the traditional full-time track.

For more reading about babies and career, check out Lag Liv’s Post:  Babies and Career Ambition, and the new American Bar Association Book, Staying at Home, Staying in the Law:  A Guide to Remaining Active in the Legal Profession While Pursuing Your Dreams.

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