In this report, DEBORAH MUSA delves into the experiences of junior lawyers navigating the early years of practice — years often characterised by long hours, minimal pay, and a workplace culture shaped by hierarchy, exploitation, and disillusionment

Law has long been regarded as one of the most esteemed professions — one that parents not only admire but often encourage their children to pursue. In Nigeria, it remains among the most competitive courses in higher education, with exceptionally high cut-off marks and thousands of applicants each year. Despite this fierce demand, and the soaring cost of legal education, many who finally make it through the university and the Nigerian Law School find that their dreams soon collide with a harsh professional reality.

Findings show that young lawyers, after investing six grueling years into their legal education, often enter a profession marked by low remuneration, poor welfare conditions, and, in many cases, toxic work environments. The early years at the Bar — particularly in private chambers —are frequently marred by meagre pay, unreasonable workloads, and strained relationships with senior colleagues. What should be a period of professional growth and mentorship too often becomes one of exploitation and disillusionment.

Globally, the legal profession is associated with prestige and excellence. Lawyers are not only respected in society, but they also carry the title “learned” with pride—a reflection of their training, intellectual rigor, and public responsibility. Ironically, in Nigeria, this perceived prestige seldom translates into financial security or job satisfaction for young practitioners.

Many Nigerian lawyers have continued to voice their frustrations with the systemic challenges plaguing the profession. From poor earnings to stunted career growth, navigating the legal terrain in Nigeria has become a daunting task for those just starting out.

The Lamentations Begin

Olamide Ayomide, a litigation lawyer with over a decade of experience, represents a familiar story among young legal professionals. Like many others, she entered the field with high hopes and expectations of financial stability just a few years into practice. However, her early years at the Bar were anything but encouraging.

Speaking with The Punch, Ayomide recalled, “My expectations regarding welfare were far from reality. I thought that after Law School, after the years of rigorous reading and NYSC, especially when I landed a job at a top law firm, the pay would be something worth celebrating. But to my disappointment, it was barely enough to survive, let alone reflect the workload and sacrifice involved.”

She also described her encounters with senior colleagues. While some were supportive and helpful, others were domineering and difficult.

“Some seniors are pleasant and helpful, but others can make life very hard,” she explained. “Still, if I see that a person, no matter how difficult, can contribute meaningfully to my growth, I focus on learning from them and try to overlook their excesses.”

Looking back, Ayomide admits she has gained invaluable experience over the years, yet she questions whether it is a path she wishes to continue indefinitely. “There’s a big difference between now and 2015 in terms of what I know. But do I want to keep doing this forever? That’s the question.”

Voices from the Bar

For Olamide Ayomide, the early enthusiasm she had for legal practice has gradually given way to fatigue and disillusionment. Now a mother, Ayomide finds the demands of litigation increasingly incompatible with family life. She’s actively exploring job opportunities outside the legal profession—especially in the corporate sector.

“If I’m being honest, I’ve been looking for employment in areas completely unrelated to law or litigation,” she shared. “All the late-night calls to draft one bill or attend a meeting — those things no longer align with my current reality as a married woman with children.”

She described the toxic workplace dynamics she has encountered — ranging from stagnancy and power struggles to betrayal among colleagues.

“There’s so much office politics and unnecessary drama. People hoard work, fight over briefs, or even lie just to protect themselves or sabotage others. You have to stay under the radar to survive, but how do you get any real work done that way? That’s why I’m now taking professional courses. I’m preparing to switch careers, wherever the opportunity arises.”

Ayomide also criticised exploitative salary structures disguised as incentives: “Some firms offer profit-sharing or housing allowances, and I appreciate those efforts. But others pay peanuts and cover it up with the promise of bonuses. It’s just not sustainable.”

Gabriel Eshovo, a young lawyer, shared his experience of entering the profession with realistic expectations. After completing the National Youth Service Corps, he anticipated the challenges ahead. His father had warned him about the saturation in the field, particularly in areas like Lagos and Opebi, where many lawyers operate with little financial reward.

“I just wanted to learn and gain experience,” Eshovo explained. “What you learn in law school is minimal compared to the reality of practice. My first salary wasn’t high, but it wasn’t abysmal either.”

Chika Okoronkwo: Resilience amid challenges

Chika Okoronkwo, a litigation lawyer with 13 years of experience, has also seen the good and the bad. “It’s been both sweet and sour,” she reflected. “But overall, I’m grateful for the experience I’ve gained.”

Her biggest challenge, she said, was the poor compensation most young lawyers receive early on. “Firms act like they’re doing you a favour by letting you work there. You carry so much workload, but the pay is next to nothing.”

Still, she believes it gets better with time. “As you grow in the profession, things gradually improve.”

Adebanji Dada: Two decades of underpayment

Veteran lawyer Adebanji Dada, who has been in practice for over 22 years, echoed similar concerns. “Poor remuneration has always been a major issue,” he said.

Dada recounted having to supplement his income with side briefs and later turned to stock trading to support himself—something he continues to do today. He believes a young lawyer should earn at least N500,000 monthly in Nigeria’s current economy.

“Unfortunately, many firms can’t afford that. They themselves are barely surviving.”

He stressed the Nigerian Bar Association (NBA) has a crucial role to play. “The NBA can’t dictate salaries, but it can support young lawyers through mentorship, capacity building, training workshops, and advocacy. These tools can equip lawyers to command better opportunities and conditions.”

NBA president, Afam Osigwe

Hope for reform

Veteran lawyer Adebanji Dada noted that while the Nigerian Bar Association may not have the authority to dictate how much lawyers should earn—since salaries are largely influenced by market forces and individual value—the association can still play a crucial role in improving the welfare of young lawyers. Through structured mentorship, advocacy, capacity building, and welfare support, the NBA can help alleviate some of the profession’s enduring challenges.

Echoing this sentiment, Emmanuel Adejoh, a criminal and family lawyer, admitted that while the legal profession offers deep intellectual fulfillment and the opportunity to positively impact lives, the early years are often marked by overwhelming hardship.

“You could go years without getting paid,” he said bluntly. “As rewarding as the work can be—handling complex cases and interacting with clients—it’s also incredibly draining. Sadly, the major obstacles aren’t just institutional, but interpersonal. Some senior lawyers make the environment even more difficult through toxic relationships or exploitative practices.”

Adejoh recalled contemplating a career change due to burnout.“There was a time I seriously considered leaving the profession. The stress, the long hours, the meagre income — it was discouraging. But I held on, thanks to mentors and peers who had walked the same path and offered support.”

He recounted one particularly challenging period in his career: working under a senior lawyer who was dismissive and unapproachable.

“It made collaboration nearly impossible and added unnecessary tension to an already stressful environment. Sadly, many junior lawyers experience this, but those challenges also build resilience and professionalism.”

Makinde Mayowa: Passion in face of adversity

For Makinde Mayowa, the journey into law began with his mother’s dream—not his. Initially interested in a military career, Mayowa was steered toward law by his mother. Today, he is a rights activist and proud of the work he does, even though the financial rewards have been modest at best.

“I’ve come to love the profession,” he said. “But the area of law I practice — human rights — is one of the least lucrative. In the beginning, I earned nothing and had to find other ways to survive. My mentor is a respected name in our field, a good man, but not someone who prioritizes the welfare of junior lawyers.”

Mayowa emphasised that while some established lawyers neglect the financial and emotional well-being of their juniors, there are younger legal practitioners who are changing the narrative. He praised activists like Pelumi Olajengbesi and Deji Adeyanju for their progressive approach.

“Pelumi pays his lawyers well — the lowest paid earns N300,000. Deji Adeyanju’s firm starts at N200,000. That’s miles ahead of what many junior lawyers earn, even under big names in the profession,” he noted.

He didn’t hold back in criticising senior lawyers who hoard opportunities for their own children, while leaving junior colleagues underpaid and overworked.

“Most of these senior lawyers don’t want you to succeed. If a lawyer under an activist makes money, it’s usually because of personal hustle, not because the system was designed to help them grow. In many cases, the only people they want to see thrive are their children.”

Peter Okezie: Experience the reward, not salary

For some junior lawyers, like Peter Okezie, financial remuneration is not the main motivator in the early stages of their legal careers. Okezie believes that the value of a legal career lies primarily in the opportunities it provides to build experience and network—not in the immediate salary earned.

“I yearn more for the experience than the money,” he said. “From the outset, I didn’t enter this profession expecting to earn a salary. What I needed was a platform—and I was given that. That was enough for me.”

According to Okezie, any lawyer working for less than N450,000 a month who feels exploited is better off leaving such a job. In his view, the legal profession offers enough autonomy that lawyers can create their own income streams through personal briefs and networking.

“Being paid a low salary isn’t an excuse. This is a profession where you can earn from anywhere—you don’t necessarily need to be employed. The real value in employment is the platform it offers you to grow your skills and reputation. If you’re in a firm and contributing nothing, then that’s the real issue—not the salary.”

He narrated how, when he started out, he offered to do whatever was necessary, including menial tasks, to gain access to the profession. “I wasn’t paid for two years, but that platform eventually started feeding me. Today, I can say that it was a worthwhile sacrifice.”

Okezie expressed skepticism about lawyers who focus solely on salary complaints.

“I know people who started with N30,000 salaries and now own homes. I earn N50,000 myself, yet I run a household that costs over N300,000 monthly. Clearly, that money isn’t coming from my salary—it’s coming from the opportunities and skills I’ve developed.”

In defence of senior lawyers

In response to concerns about poor remuneration for junior lawyers, many senior legal practitioners argue that the issue is more complex than it appears. They point to economic realities, demand-supply imbalance in the profession, and business sustainability as key factors influencing salary levels in law firms.

Senior lawyers maintained that legal practice, like any other business, is governed by income and expenditure. Chambers can only remunerate staff based on what they earn, not on an arbitrary or aspirational standard. During periods of low business activity, many firms struggle to pay even modest salaries. To balance this, some senior lawyers allow juniors to take private briefs while still working under their supervision.

Professor Itse Sagay (SAN) emphasised the need for financial prudence in chambers. According to him, it’s preferable to pay a modest but sustainable salary than to offer an unsustainable high wage that could lead to non-payment down the line.

“It’s better to pay what you can sustain. If the chambers make more money, the salary can be adjusted upward,” Sagay stated. He also supported allowing junior lawyers to take on private briefs, noting that such flexibility helps retain talent and boosts morale.

Another Senior Advocate, Wale Balogun, acknowledged the concerns of junior lawyers but noted that compensation is ultimately tied to firm income, lawyer input, and economic variables such as inflation and national productivity.

“The legal profession is not isolated from the economy,” he said. “When the economy shrinks, so does the legal market. Too many lawyers are competing for fewer jobs, and that drives remuneration down.”

Balogun highlighted an example in maritime law, where vessel arrest used to fetch $5,000 per case. With more lawyers in the niche and fewer vessels arriving in Nigerian ports, fees have dropped to around $500–$1,000. “It’s a pure supply and demand issue,” he concluded.

He also noted that many law firms use incentive-based structures like profit sharing, quarterly bonuses, or a “you eat what you kill” model to compensate junior lawyers. In such systems, lawyers earn a percentage from the businesses they bring into the firm — sometimes up to 40 per cent.

However, Balogun admitted that some firms still pay poorly despite generating substantial income. While this shouldn’t be condoned, he argued that blanket regulations on remuneration might backfire. Setting a universal minimum salary could lead to mass unemployment if firms are unable to meet the standards.

“Sometimes, relatives of job-seeking lawyers beg us to take them in without salary — just to gain experience,” Balogun shared.

NBA’s position, limitations

The President of the Nigerian Bar Association, Afam Osigwe (SAN), clarified that the NBA cannot legislate salaries nor offer jobs to unemployed lawyers.

“Our mandate doesn’t extend to setting wages or generating employment. Less than 30 per cent of young lawyers are gainfully employed, and many are self-employed with no stable income,” he noted.

While the NBA advocates for fair remuneration and improved professional fees, enforcement remains a challenge. “The National Assembly has the constitutional power to fix the national minimum wage — not the NBA,” Osigwe added.

He condemned the refusal of some employers to pay junior lawyers, calling it “the height of meanness.” He emphasised that such practices go against ethical principles and could warrant disciplinary measures if formal complaints are lodged.

“It offends both man and God to exploit people under the guise of mentorship,” Osigwe said. “But unless a written complaint is submitted, we can’t act. The NBA can’t go office to office asking about salaries—that would infringe on privacy.”

Long-term solutions

Professor Sam Erugo (SAN) acknowledged that the complaints about poor welfare and pay have persisted for decades, worsened by harsh economic conditions and professional misconduct.

“Not all junior lawyers are poorly paid,” he noted. “Some secure high-paying jobs immediately after being called to the Bar, especially those with strong academic records.”

However, the majority struggle because of poor access to briefs and declining income among senior practitioners. He cited unethical practices such as undercharging and using non-lawyers (touts) in property transactions as key reasons the market is diluted.

“Corporate clients often bypass law firms by engaging in-house lawyers who outsource briefs to cronies at minimal cost,” Erugo said. “There’s also increasing lawlessness—many resolve disputes through unorthodox means, cutting lawyers out of the process entirely.”

Despite the bleak outlook, Erugo encouraged junior lawyers to stay patient and focus on building strong legal and soft skills. “An improved economy and better professional ethics will gradually raise income levels. But until then, junior lawyers must remain resilient.” (PUNCH)