The transition of senior partners to retirement can be a significant and stressful process for law firms of any size. The issue can be especially pressing, however, for smaller to midsize law firms facing the prospect of existing without their founding partners while transitioning to the next generation of leadership.

Each transition is unique and is dictated by a number of factors, including the attorney’s retirement plan, the nature of the practice, and the interests of the firm in maintaining client relationships. In an effort to simplify the process and to avoid the perception that partners are being treated differently, some law firms have adopted mandatory retirement ages or have otherwise attempted to create a uniform process for transitioning partners out of the firm beginning at a certain age.