At Gibbons P.C., 94 percent of employees say their workplace is great.



This review is based on 234 employee surveys, with a 90% confidence level and a margin of error of ± 2.64. It was published on Jun 19, 2018. 7007 Visitors

What Employees Say

Management is honest and ethical in its business practices.
I feel good about the ways we contribute to the community.
I am able to take time off from work when I think it's necessary.
I'm proud to tell others I work here.
Management is competent at running the business.

What They Do

We asked Gibbons P.C. to explain what they do. Here is what they had to say.

Gibbons is ranked among the nation’s top 200 law firms by The American Lawyer. Our lawyers offer legal services to Fortune 500 clients and middle market businesses through our offices in New Jersey, New York, Pennsylvania, and Delaware.

About this Company

Website: Industry: Professional Services
US Headquarters: Newark, New Jersey, 07102 US Sites: 5
Major Locations: New York, New York, 10119; Philadelphia, Pennsylvania, 19103; Trenton, New Jersey, 08608; Wilmington, Delaware, 19801 US Employees: 309
US Revenues: $99.4 million Worldwide Revenues: $99.4 million
Corporate Structure: Private Founded: 1926

Gibbons takes center ice! Employees of the firm gather at the Prudential Center to celebrate the Gibbons logo prominently displayed on the ice.

Perks and Programs

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

  • Gibbons Cares: Through our dedicated community outreach and pro bono program – Gibbons Cares – the firm donates millions annually, as well as extensive volunteer service, in support of those communities in which the firm has offices. Community outreach and corporate responsibility are firm-wide values, and Gibbons Cares encourages employee feedback and project leadership, fostering the sense of teamwork necessary to achieve exceptional results. And while we are committed to the philosophy of ‘doing good while doing well,’ we are lucky enough to have clients who share that philosophy, and we are proud to partner with them on many of our pro bono and outreach projects.
  • Jeans Days for Charity: One Friday per month, “Gibbons Cares” by wearing jeans to work! Employees are invited to participate, paying a $5 fee for the “privilege” of wearing jeans that day, though sometimes, donation of an item (such as a toy or non-perishable food) is requested in addition to or instead of the fee. Employees also suggest the charities that are supported by these fundraisers. Jeans Days have proven exceptionally popular and raise tens of thousands of dollars each year. A few of the organizations that our Jeans Days have supported in the past include: Leukemia & Lymphoma Society; National Junior Tennis & Learning of Newark; Foodbank of NJ; MSKCC Cycle for Survival; Moms Helping Moms; Tenement Museum; Our Military Kids; and St. John's Soup Kitchen in Newark, NJ.
  • Family Holiday Party: Gibbons has, for many years, hosted a family holiday party in December. All employees and their spouses and children were invited for an afternoon of food, music, and family-friendly activities and entertainment. Based on feedback, in 2017 we decided to host an employee-only cocktail party in our conference center so that everyone at Gibbons felt welcome and had the opportunity to socialize with co-workers in a festive environment.
  • St. Patrick's Week-Long Celebration: Gibbons P.C. celebrates St. Patrick’s Day with a week of fun events including: employee contests; jeans week (with donations going toward various charities and organizations); marching in the Newark St. Patrick’s Day parade; a post-parade reception; and more!
  • Employee Raffles: Throughout the year, the firm sponsors employee raffles for tickets to hard-to-get events, including family ice shows and the latest rock concert. The firm also offers discounts at local entertainment arenas for various events and discounts to other family-friendly venues.
  • Staff Appreciation Day: The firm hosts an annual Staff Appreciation Day, with a celebratory luncheon and gifts for employees, to thank them for their hard work throughout the year.
  • Gibbons Women’s/Diversity Initiatives: The Gibbons Women’s and Diversity Initiatives each present substantive legal and non-legal educational programs and a variety of civic and cultural networking opportunities for an esteemed group of corporate women and minority executives and leaders. The award-winning Gibbons Women’s Initiative is a highly successful platform for women attorneys to participate with each other, clients, and high-level representatives from business and academia in quality educational and social programs. The Gibbons Diversity Initiative’s internal component focuses on training, mentoring, retention, and innovative programming to ensure an inclusive workplace. GDI’s training series consists of quarterly meetings run by diversity thought leaders from various industries that present on the impact of diversity in companies throughout the region.
  • Benefits for Working Parents: Gibbons views flexibility as a significant component of its culture and is committed to supporting the changing needs of our employees. Providing flexibility creates an exceptional work environment, and helps us to retain and recruit outstanding employees to best serve client needs. For example, after parental leave, an attorney may return to work first on a 60 percent basis of the hours expected of a full-time attorney (for a period not to exceed one year), and subsequently on an 80 percent basis for an indefinite period of time. These policies do not affect an attorney’s ability to be promoted. Additionally, Gibbons supports an emergency childcare program for all employees, paying close to 95% percent of the cost for this service each day it is used.
  • Work/Life Balance Benefits: The firm sponsors two additional benefits for employees: an Employee Assistance Program and a Personal Health Advocate service. The Employee Assistance Program provides confidential counseling and referrals to all employees, as well as members of their households that includes access to licensed psychologists, social workers, alcohol and drug counselors, and marriage and family counselors. The Personal Health Advocate service helps employees and their family members navigate the complicated healthcare and health insurance systems. Highly trained clinical, benefits, and claims experts, with extensive experience working with healthcare providers, insurance plans, and related healthcare organizations, help employees and family members resolve a wide range of complex issues.
  • Elder Care Assistance: The firm recently added a back-up adult and elder care benefit. This benefit can be used for in-home care for the employee or the employee's family members and includes such services as caring for an employee's adult child after an injury, a spouse after surgery, or a parent after a hospital stay. The firm pays close to 95% of this service each time it is used.


56% Company-paid health coverage for employees (for N/A) 50% Company-paid health coverage for dependents (for N/A)
56% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
Employees of the firm gather to take a photo to celebrate the firm’s recognition as a great place to work by various organizations.


31 days Paid time off after one year of full-time employment 28 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 6 days Paid sick days after one year of part-time employment
26 Days Paid time off as of first day of full-time employment 23 days Paid time off as of first day of part-time employment


  • Flexible schedule (10% use it)
  • Compressed work weeks (1% use it)
  • Onsite Amenities (Snacks; beverages; mail service; discount ticket sales; Weight Watchers; Holiday Parties; Summer BBQ's; 20+ Club Annual Anniversary parties; discount sporting event tickets; suite experience opportunities for employees and their families.)


108 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
108 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*60 days Job-protected parental leave for adoptive parents (including FMLA)*
60 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)
  • Fertility treatments

Community and Environmental Impact

Executive Director and Chief Operating Officer Leads environmental impact team 2 LEED certified building(s)
Yes Recycling program


  • Chief Diversity Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 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; Disabled employees
  • 6 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

Leadership Diversity


Workforce Diversity

Employees at the firm gather to pay tribute to John T. Dolan who helped build the law firm into the prominent regional firm it is today. He was known as the heart and soul of the firm – so much so that the firm created the John T. Dolan St. Patrick’s Day Award in 2013.


Employees of the firm helped fulfill a gift wish for 50 children participating in the Boys and Girls Club of Newark, who were asked to write down the gift they wanted most for the December holidays. Fifty employees at Gibbons each chose a wish and donated a gift.

How to Get Hired

We asked Gibbons P.C. 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?

Prospective attorneys should demonstrate that they can meet our high expectations for client service, pro bono commitment, and business development. Being excited by that challenge will further their consideration. An attorney who is smart, hard-working, responsive, and accessible, who brings consistent, dedicated efforts to providing excellent service, will be a great fit – as long as that attorney also contributes to a workplace that values everyone who contributes. In addition, all prospective employees will be a great fit if their philosophy is to do good while doing well. Through our community outreach and pro bono program – Gibbons Cares – the firm donates millions annually, as well as, extensive volunteer service, in support of those communities in which the firm has offices. Community outreach and corporate responsibility are firm-wide values, and Gibbons Cares encourages employee feedback and project leadership, fostering the sense of teamwork necessary to achieve exceptional results.

What can prospective employees do to get your attention?

Attorneys get our attention with the right experience. For example, we employ a number of former in-house counsel, including general counsel and other high-level executives for legal departments in major international companies, who possess key corporate training, industry experience, and first-hand knowledge of clients’ business environments – essentially, the ability to “think like a client” and strategically address issues from a genuine in-house, industry perspective. Our clients benefit from working together with a team of attorneys possessing a familiar viewpoint, approach, and recognition of innovative, effective solutions. Additionally, we believe our attorneys attain distinctly valuable insight through prior experience as judicial clerks, judges, and justices. Close to half of Gibbons attorneys have that experience and add a level of credibility and a realistic judicial perspective on various projects, as well as in-depth, first-hand knowledge of judges in the federal and state systems and the inner workings of the courts.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Gibbons plans to continue its strategy of accretive growth, adding lateral partners and mid-level associates who will enhance the firm’s sustainability and profitability, mission and client service, and reputation and corporate identity. This strategy involves constant adjustment, with the pace of job creation keeping consistent with the ebb and flow of the economy. As we counsel our clients to do, we based our growth strategy on our core strengths while comprehensively addressing clients’ needs, without haphazardly adding capabilities that might not fit in with our strategy or vision or adding attorneys who might not fit in with our corporate culture. Our targeted expansion reflects real-world market conditions, directly responds to client needs, enhances traditional strengths, and advances our position as a regional powerhouse handling major litigation and transactions for middle market companies and mid-market transactions and litigation for national and global entities.

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

Interested candidates can find more information on our website at

hiring Outlook

12 Forecasted positions to fill in coming year -3% Job Growth
11 Average applicants per opening 220 Total job applicants
10% New hires by employee referrals 33% Openings filled by current employees
12 Recent graduates hired 6% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

Related Companies