The secrets behind the salaries of French associates

From a financial perspective, French lawyers are the most independent in European patent practices. Unlike their UK or German counterparts, they are self-employed. This means they are responsible for taxing their own salaries and their law firm can be just one of many clients. While this latter arrangement exists in some smaller firms, it is rare for associates in large practices to build significant client bases alongside their firm work, partly due to the nature of patent litigation.

However, this independence also means there is less transparency regarding salaries, career progression and earning potential compared to the UK or Germany. Some law firms take advantage of this flexibility in both directions — and this is not limited to smaller firms with traditional structures. According to JUVE Patent research, salaries vary widely based on years of experience.

National firms match international competitors on pay

Large law firms with strong UK or US teams particularly influence the market. Their presence has not only raised starting salaries but also discouraged the traditional path to French partnerships, where capital contributions and share purchases are customary. These firms appear to leverage the lower salary baseline in Paris compared to the UK and US, using the potential for higher pay to attract talented associates.

However, this does not mean well-paying UK or US firms find the Paris associate market straightforward. While JUVE Patent lacks official salary figures for major French firms with robust patent litigation practices, such as August Debouzy and Gide, market research indicates these firms offer competitive packages. Given their expectations appear similarly high, this makes sense, but overall this creates an opaque market for associates.

Many top-paying firms in Europe, such as US firms Kirkland & Ellis and Quinn Emmanuel, or Magic Circle firms like Freshfields, lack patent litigation practices in Paris. International firms like Taylor Wessing and Clifford Chance have recently acquired teams. A&O Shearman has long maintained an established team but recently lost members along with partner David Por.

Yet French firms have one significant advantage over their German counterparts, for example: in Paris, discussing salary progression, bonuses and compensation is not forbidden. Non-disclosure agreements are uncommon. Nevertheless, firms often treat their remuneration policies as trade secrets, fearing jealousy among associates  — perhaps a downside of their flexible approach.

Patent attorney compensation differs

There is also a marked difference in remuneration between lawyers and patent attorneys in France. Unlike Germany, where many patent attorneys are self-employed, French patent attorney firms typically employ permanent staff with fixed salary structures. Beyond individual performance bonuses, technical specialisation often influences pay. There remains scope for developing one’s own client base.

International law firms offering various practice areas typically offer uniform starting salaries for the first three years — though with greater flexibility than in the UK, for example.

While international firms historically advertised higher salaries, the picture is now more nuanced. Even small boutiques with strong business often match top salaries, while some prominent firms maintain traditionally lower compensation. Overall, there is little transparency regarding salary progression beyond starting pay.

Lower profitability compared to international counterparts comes up frequently in discussions. However, some argue there are no real differences. Certainly, French patent litigators’ slower start at the UPC compared to German practices has hampered the development of profitability, hourly rates and salaries.

Direct client contact valued

The importance of work-life balance alongside remuneration is evident in Paris. Firms experiment with benefits like additional vacation days. While working from home is common, it is often less extensive than in London. This is partly because many associates live in relatively small apartments in Paris but have short commutes.

Visibility in client work and at conferences, website presence with contact details, and direct client contact remain important issues. Some firms attract associates with progressive policies on these fronts — achieving some success regarding visibility. French associates are among the youngest to emerge in JUVE Patent’s Ones to Watch research, partly due to shorter training periods.

However, as in Germany, the competition for talent begins before Bar admission. After university, aspiring lawyers taking the Concours de barreau complete an internship. While there is a prescribed minimum wage, JUVE Patent research shows prestigious patent litigation firms pay significantly more.