At Gibbons P.C., 89 percent of employees say their workplace is great.



This review is based on 253 employee surveys, with a 90% confidence level and a margin of error of ± 2.56. It was published on Jul 11, 2016. 1326 Visitors

What Employees Say

People celebrate special events around here.
I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
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 US Sites: 5
Major Locations: New York, New York; Philadelphia, Pennsylvania; Trenton, New Jersey; Wilmington, Delaware US Employees: 338
US Revenues: $108.1 million Worldwide Revenues: $108.1 million
Corporate Structure: Private Founded: 1926

Gibbons P.C. has been awarded:

Best Medium Workplaces 2016 (ranked 99)

Gibbons employees enjoy supporting local events, including the Annual Newark St. Patrick's Day parade.

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: Community Food Bank of NJ; Cycle for Survival; American Heart Association; the GI Go Fund; The Fresh Air Fund; National Fallen Firefighters Foundation; and Thea's Star of Hope.
  • Family Holiday Party: The firm hosts a holiday party in December for all employees and their families. The party includes numerous activities for children. The day is enjoyed by Gibbons employees from all of our offices and provides a wonderful, fun day for all Gibbons families.
  • 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 85 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.
  • Firm Gala: This year, the firm hosted its firm gala at the Hard Rock Café in NYC. Attorneys and their guests rocked the night away with a private concert.


60% Company-paid health coverage for employees 50% Company-paid health coverage for dependents
60% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance


  • Pre-tax savings account
  • Long-term care insurance to employees


  • Free beverages during the day
  • Discount ticket sales
  • On-site package/mailing service
  • Weight watchers meetings
Gibbons attorneys enjoying the 2015 Firm Gala at the Hard Rock Cafe in New York City.


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


  • Flexible schedule (5% use it)
  • Phased retirement planning (5% use it)


120 days Job-protected maternity leave60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
120 days Average length of maternity leave new mothers take60 days Job-protected paternity leave
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents60 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
  • Elder care resources
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Skin cancer screening
  • Blood pressure screening
  • Cholesterol tests
  • Flu shots


  • 'Chief Diversity Officer' is accountable to formal recruiting and retention diversity goals
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

Employees celebrating at the 2015 Firm Gala at the Hard Rock Cafe in New York City


Employees join in celebrating Gibbons Chairman and Managing Director, Patrick C. Dunican Jr., as he is honored with Seton Hall University School of Law’s Saint Thomas More Medal.

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, with the goal of avoiding layoffs. 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

15 Job openings forecast for coming year -9% Job Growth
10 Average applicants per opening 300 Applications received
30 Positions filled in past year 10% New hires by employee referrals
20 New positions created 17 Jobs filled by current employees
7 New graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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