Developments in artificial intelligence (AI), cybersecurity and data protection have had a profound influence on the Legal and Corporate Secretarial labour market. Companies are responding to the evolving rules and legislations by hiring and creating new roles that cater to these domains.
“The talent that can fill these positions are niched and highly specialised. As a result, candidates that are up to the task have been highly sought after, and this will remain the case moving into 2025,” notes Lindy Ho, Senior Manager at Robert Walters Malaysia.
Read on to find out more about Lindy’s expectations of the labour market and hiring trends for Legal and Corporate Secretarial professionals in Malaysia in 2025.
Hiring trends in 2025
Hybrid work arrangements will continue to dominate the hiring landscape as there is a growing recognition that legal work can be carried out remotely, without a traditional office presence.
There will also be a growing demand for compliance professionals with expertise in anti-money laundering (AML), anti-bribery and anti-corruption (ABAC) and data privacy. This comes on the back of strengthening government enforcement in this area, which makes it critical for companies to ensure they are compliant against increasingly complex regulatory landscapes.
Another trend that Lindy has observed relates to the creation of specialised teams within large law firms. These teams often branch out to establish boutique practices or expand into emerging practice areas, allowing firms to provide a more personalised service and better address niche legal needs.
Lastly, succession planning is also taking precedence for many law firms as senior professionals near retirement. Firms will look to ensure a steady pipeline of talent to prevent operational disruptions and maintain leadership continuity.
Tech, compliance and Mandarin competencies in demand
Some of the most in-demand skillsets and experience in the year ahead include tech, compliance and proficiency in Mandarin.
A major driving force between this demand is the growth of the tech sector – evident from the increase in new data centre facilities in the country and rising investments from foreign tech companies. Roles in this area will be in high demand.
Also highly sought after are compliance professionals with a legal background, particularly those who can navigate new laws and regulations around AML and ABAC.
Law firms are also on the lookout for mid- to senior level hires in corporate law. With more professionals moving in-house, law firms are adapting accordingly to fill these gaps in senior talent by offering stronger benefits and flexibility, fostering a more tech savvy culture, and giving talent more autonomy over their work.
Candidates eager to move jobs
“With the pandemic another year behind now, there is a greater sense of zeal around seeking out new positions, as candidates want to make the most out of the opportunities that have become available to them,” reports Lindy. When evaluating a potential opportunity, however, Lindy points out that candidates are still motivated by monetary factors, work flexibility, and the prospect of progressing into multinational corporations.
Increasingly, professionals in the sector also expect flexible work arrangements like hybrid and remote work. They are also after flexible benefits and other initiatives that promote employee and family welfare, such as childcare leave.
With the pandemic another year behind now, there is a greater sense of zeal around seeking out new positions, as candidates want to make the most out of the opportunities that have become available to them.
Stay on top of salary reviews, be decisive while interviewing
To attract and retain talent in the year ahead, Lindy recommends keeping consistent check-ins around salary, saying, “The market is competitive, so be mindful to keep up with annual salary reviews. Align your compensation packages to the talent’s skills and experiences.”
On top of that, companies may also benefit from refining their recruitment processes. Long interviews should be avoided as candidates are more likely to drop out on drawn-out processes, or get snapped up by other competing firms.
Lastly, businesses are also advised to focus on employer branding. “A company’s reputation matters in talent attraction, and firms that can showcase how they are robust and inclusive definitely stand out to candidates,” explains Lindy.
Salary increments remain stable in 2025
Increments between 20 – 30% will remain standard for most job movers in the year ahead. However, candidates with niche skills or experiences may be able to command higher pay raises.
Find out more
Request access to our 2025 Salary Survey to benchmark salaries and to find out more about key hiring trends in the Legal and Corporate Secretarial industry in Malaysia.
