At Baker Donelson, 88 percent of employees say their workplace is great.



This review is based on 768 employee surveys, with a 90% confidence level and a margin of error of ± 2.07. It was published on Sep 27, 2017. 28298 Visitors

What Employees Say

People celebrate special events around here.
I feel good about the ways we contribute to the community.
I am offered training or development to further myself professionally.
I am able to take time off from work when I think it's necessary.
Management is honest and ethical in its business practices.

What They Do

We asked Baker Donelson to explain what they do. Here is what they had to say.

As the 55th largest law firm in the U.S., Baker Donelson gives clients access to a team of 750+ attorneys and public policy advisors representing 30+ practice areas, all seamlessly connected across 23 offices to serve any legal and policy need. 

About this Company

Website: Industry: Professional Services
US Headquarters: Memphis, Tennessee, 38103 US Sites: 23
Major Locations: Nashville, Tennessee, 37201; Birmingham, Alabama, 35203; Jackson, Mississippi, 39211; Atlanta, Georgia, 30326; New Orleans, Louisiana, 70170; Baltimore, Maryland, 21202; Orlando, Florida, 32801; Houston, Texas, 77010; Chattanooga, Tennessee, 37450; Washington, District of Columbia, 20001 US Employees: 1,484
US Revenues: $333.7 million Worldwide Revenues: $333.7 million
Corporate Structure: Private Founded: 1888

Baker Donelson employees enjoy

Perks and Programs

We asked Baker Donelson to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Paid Volunteer Time: Employees rave about this perk that offers 8 hours of paid time to volunteer. Our dedicated committee members can earn up to 24 hours of paid volunteer time.
  • Free Parking or Public Transportation: If you've ever worked in a metropolitan area, you know parking is hard to find and expensive. We pay for every employee's parking, and if they choose to take public transportation instead, we pay for it.
  • Industry-Leading Parental Leave Policy: Our policy allows for 16 weeks of paid leave as well as intermittent leave for male and female attorneys following the birth, adoption or foster placement of a child.
  • Recess @ Work: Once a month for one hour, our people are invited to put on their tennis shoes and play like a kid again. We love kickball, Dodge ball, scavenger hunts, water balloon fights, wallyball -- really anything that allows us to play like kids again!
  • Yoga/Massage @ Work: Sometimes you just need time away from your desk dedicated to relaxation. Some of our offices bring the relaxation to our people with yoga, massage, and even reflexology.
  • Culture of Transparency: This may sound like an odd "perk," but it's virtually unheard of in a law firm environment. Attorneys are privy not only to summary data on the Firm's performance, but to key financial metrics. The track for associates to make shareholder (partner) is shared and attorneys know where they are "tiered" for compensation purposes. Our CEO is known for his candor at "town hall" style meetings across the Firm, and was even ranked by Law360 as one of America's Most Innovative Managing Partners for his candor and openness. We are consistently ranked as the #1 most transparent firm in Vault surveys of law firm associates.
  • Year-End Bonus AND Holiday Bonuses: If the Firm has a good year, we share the wealth. Employees (not just attorneys) get a nice chunk of change when we reach our financial goal. The holiday season can wreak havoc on bank accounts, so we gift employees with a little extra just before the holiday shopping season.
  • $500 Health Incentive: If employees make certain commitments to leading a healthier lifestyle, we'll knock off $500 from their health premium,
  • Flex Time, Telecommuting, and Modified Office Schedules: While the Firm expects the highest commitment to the practice of law, it also supports the desire of its attorneys to balance a challenging professional career with their personal lives and other outside interests and responsibilities. With advances in technology, many of our employees are able to work remotely to serve our clients better. Even those without revised schedules are offered flexibility when needed.
  • BakerCares, Inc: This one speaks to our culture of caring. Employees donate money to our 501c3 which is used to support employees during times of crisis. Employees also donate PTO to help those who are going through a tough time.


$63,560 Average salary and additional cash compensation for Legal Secretary $135,787 Average salary and additional cash compensation for Associate
86% Company-paid health coverage for employees (for staff PPO single enrollees) 89% Company-paid health coverage for dependents
84% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
$1,865 Average Tuition Reimbursement $5,250 Maximum Tuition Reimbursement
Our future is bright!


28 days Paid time off after one year of full-time employment 27 days Paid time off after one year of part-time employment
19 days Paid sick days after one year of full-time employment 52 weeks Paid sabbatical
28 Days Paid time off as of first day of full-time employment 27 days Paid time off as of first day of part-time employment


  • Flexible schedule (1% use it)
  • Telecommute option (2% use it)
  • Compressed work weeks (1% use it)
  • Subsidized On- or Off-site Fitness (3% have access)
  • Onsite Amenities (yoga, massages, reflexology, exercise classes, dry cleaning, discount ticket sales)


85 days Job-protected maternity leave (including FMLA/STD) 52 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
72 days Average length of maternity leave new mothers take15 days Job-protected paternity leave (including FMLA)
15 days Fully-paid paternity leave (does not include personal vacation or paid time off)*14 days Average length of paternity leave new fathers take
73 days Job-protected parental leave for adoptive parents (including FMLA)*43 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

24 hours Paid time off to volunteer $8,360,089 Philanthropic donations in last year
BakerGreen Committee Chair Leads environmental impact team 5 LEED certified building(s)
Yes Sustainable commuting program Yes Recycling program
Yes Locally-sourced food program


  • Chair of Diversity is responsible for the success of formal recruiting and retention diversity goals
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Employees reentering the workforce
  • 20 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Baker Donelson Attorneys celebrate Linda Klein, ABA President (also a Baker Donelson attorney), at the American Bar Association reception.


CEO Circle award winners

How to Get Hired

We asked Baker Donelson for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

To ensure  new hires will fit into our culture, we use "Success Criteria," which are the core competencies/traits that the most successful Baker Donelson attorneys possess. We look for employees who are:

Intelligent – practical, problem-solvers, eager to learn, analytically sound, diverse in their perspective, savvy in business, creative

Professional – conscientious, self-starters, mature, prompt, interested, client-service oriented, thorough, committed to a standard of excellence for their work

Team Players – cooperative, responsive, engaged, outgoing, mentoring, not self-serving, respectful of other lawyers, clients and staff, and

Dedicated – civic-minded, empathetic, positive, helpful, easy to be around, well-rounded with sense of humor, committed

Based on these standards, our interview evaluations are designed so that our interviewers provide information about the candidates' core competencies rather than just their credentials. By structuring our interview questions around these criteria, we are much more likely to identify candidates who will fit into our culture and succeed at our Firm.

What should interested candidates do to find out more and get started?

Please visit our website, 

hiring Outlook

140 Forecasted positions to fill in coming year 11% Job Growth
12 Average applicants per opening 2,986 Total job applicants
3% New hires by employee referrals 22% Openings filled by current employees
22 Recent graduates hired 9% Voluntary turnover for full-time employees
14% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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