After three years of continuing losses in the form of faculty departures, there is finally some light at the end of the tunnel. Prof. Anup Surendranath has answered the call for help at his alma mater and is expected to join in March 2025. Prof. Sitharamam Kakarala (who had earlier taught at NLSIU and APU) has also joined NALSAR in October 2024. We request the present Vice-Chancellor, Prof. Srikrishna Deva Rao, to give these two esteemed Professors the space and voice to rebuild the academic culture of the institution. Their presence could also help in attracting good younger candidates, especially alumni from NALSAR, NLU Delhi and APU LLM to join at the Assistant Professor level in the next few years. It may still be difficult to compete with the systematic faculty hiring being done by NLSIU, JGLS and BITS Law, but I sincerely hope that this will help in reversing the tide of attrition which has badly affected our law school over the last 2-3 years.

Your type of mentality is the only reason by Indian corporate culture can't achieve work life balance.

1st thing - if the work is over, what is the harm in leaving early?

2nd thing - seniors have more deliverables than juniors, if they stay late it's their choice...

Everyone needs to understand this we do job to earn and live our lives as per our choice not because we have to sacrifice our whole life sitting in the office till late night. Then what is the point of earning money?

With this mentality, we seriously cannot achieve the corporate culture we want, it only looks nicely in the induction or speeches where managing directors or partners talk about work culture.

Please guys.. Understand..

As a partner in a law firm, I often hear about the importance of partners being empathetic leaders—listening, understanding, and supporting our teams. And I agree, that’s critical. But empathy at work isn’t a one-way street. It flows both ways. Unfortunately, not all team members think that.

Here’s something we don’t often talk about: the challenges partners face.

Balancing Client Expectations and Team Well-Being

Partners are often caught in the middle, trying to meet demanding client deadlines while ensuring the workload doesn’t overwhelm the team. It’s a constant balancing act—and not always an easy one.

Carrying the Business on Their Shoulders

Beyond legal work, partners are responsible for driving revenue, managing costs, and ensuring the firm remains competitive. Every decision is scrutinized, and there’s no margin for error. Any error directly impacts our compensation, reputation and perceptions.

Managing Unpredictable Workflows

Deals often take unexpected turns, requiring late nights or weekends, and partners are on call 24/7 to steer the ship. This unpredictability leaves little room for personal plans or downtime. Keep in mind that given the age, partners are most likely married, have kids and in some cases taking care of their parents. There is far lesser time that they have as compared to folks who stay alone / unmarried.

Mentoring and Coaching While Delivering Results

Partners are expected to mentor associates and junior lawyers while still delivering high-quality work. Balancing the roles of teacher, leader, and doer is a challenge that often goes unacknowledged.

Emotional Labor and Decision-Making Under Pressure

Partners handle not only their own stresses but also absorb the frustrations, doubts, and concerns of their teams. Tough calls—whether about feedback, promotions, or assignments—can weigh heavily on us.

1. Buck stops with us
2. Buck stops with us. At the end of the day, when something goes wrong, it’s the partner who gets the call from the client. The buck stops with us—whether it’s an error in a document or a missed deadline. While the team works together, the ultimate responsibility (and repercussions) land squarely on our shoulders.

Yet, there are times when associates or junior colleagues form quick judgments or hold us to impossibly high standards without giving us the same benefit of the doubt they expect from us.

For instance, if a deadline means a late night or a piece of feedback is delivered under pressure, it’s easy to assume that we’re being unfair or unkind. But sometimes, just like everyone else, partners are navigating their own tough days, making mistakes, and learning as they go.

Sometimes, though, we notice that empathy doesn’t always flow back.

Quick judgments are made, assumptions about motives or actions are formed, and the benefit of the doubt isn’t extended to us in the same way it’s expected from us.

This post isn’t about shifting responsibility—it’s about fostering mutual understanding. A workplace thrives when empathy flows both ways.

So, the next time a partner seems stressed, delivers feedback under pressure, or makes a tough call, I’d encourage you to take a moment to consider the challenges they might be facing.

I am a tax lawyer who feels stuck in practice after being here for 3 years.....the pay as compared to my corporate friends is disheartening and it requires significant hard work to keep up with the constant updates.....furthermore, I am not as good with numbers as the CAs I face my competition with.

I feel lost as to what to do......whether to stick it out and believe that I will make it to a level where I am earning good, and am comfortable and confident in what I do.....or to quit law entirely and do an MBA, as switching to another area of law means starting everything from scratch, which I cannot do since I have a family to support

I see - how about completely hypothetical mathematical equations, which most mathematics PhDs are comprised of? Or most of theoretical physics? Which also have little application as on the date of their PhD. Would you, for example, say that maths PhDs are elitist overproduction? Because for the most part, they have zero application in the real world.

I think the discussion needs nuance rather than black and white.

1. The meaning of liberals differ between US and India.

2. Not everyone wanted a change. Many Indian leftists were actually support Russia, both in Ukraine and in Syria. Interestingly, they will also call people not supporting Russia as woke.

3. When Jasmine revolution happened, it coincided with Anna Hazare's Lokpal movement. Many on the left and many dissatisfied with the gormint saw a parallel between the two protests. A decade and a half later, Jasmine revolution is a total failure and Lokpal is nowhere to be seen, raiding offices as anticipated by Anna.

I fail to understand how you can equate being woke with being against Assad, unless you remove all the nuance from the discussion.

All T1 law firms are currently hiring for B0 2026, so if you dont get one, it's either due to lack of vacancies in the team or feedback. Some pointers for you -

1. Make sure you work for a partner who generally hires A0s, and not laterals.

2. Your mentor should be in the loop along with the partner on a weekly basis, as soon as your internship ends, they're gonna ghost you.

3. Feel free to irritate HR.

4. Callbacks are not a hiring guarantee at all. Most teams want cheap labour. Just make sure they're actually assessing you.

5. There's no timing. It's on the whims of the partner (equity partner) only. Can be today, tomorrow, in May/ June. Unlike placements,,there is no HR role in this.

Never understood the entire paper drafting process, always seemed flawed to me that the authority of the entire process from drafting to the review of the papers is given to a single NLU. You don't need to be extremely qualified in the field to know that if the paper was made in actual coordination between all the NLU's where they actually do talk and discuss the paper amongst themselves (which is what a CONSORTIUM should do ideally) would undoubtedly result in questions papers of far better difficulty and could actually aid them get decent deserving students.

Realistically I do understand how the logistics (if you can even call sending an email with the subject as 'thoughts on this?' a logistical issue) could be somewhat of an hindrance but it really is just one barely 50 page question paper which they have to make once a year. It shouldn't be this flawed year in, year out. I so hope something happens in the future to address these shortcomings which are becoming a common occurrence in the entrance exam and are being normalized by coaching institutes and students alike. "CLAT always messes up some questions it isn't a big deal" maybe it doesn't sound like it but its barely anything to make a decent level paper without wrong/polarizing options. Might sound all preachy and utopian but it is important.

https://www.legallyindia.com/home/nujs-showcases-arms-length-from-idia-after-student-volunteers-get-beaten-up-by-goons-00011130-8767

read this

Definitely about cancelled cheque. It's okay yar many people are not aware about such basic things. My younger sibling has no idea that why taxes are paid and she is about to graduate from Medical College. Younger sibling have no idea how this world works. You are a younger sibling. Ask you elder sibling.

NUJS didn't bother as well. It simply launched courses and raked in moolah through sweetheart deals. SJA, will you bother asking NKC to disclose the multi-year inquiry he has been conducting on the distance edu courses, which was revived when a certain faculty member alleged SH?

Bar Council of India Suspends Delhi Bar Council Vice Chairman for Suspected Fake Law Degree, Refers Case to CBI

Read more: https://lawtrend.in/bar-council-of-india-suspends-delhi-bar-council-vice-chairman-for-suspected-fake-law-degree-refers-case-to-cbi/

Might be just a misinterpretation on my end, but how is it that almost all of the popular national level governmental (state or central) institutions (those that have had a recent change in administration) having issues with them? There has been a common thread amongst them of hiking fees (or reducing fee concessions/scholarships), interfering with student body (or committees or student led organisations operational in said institution itself) by cutting off their fundings or privileges, lack of concern towards students (be it harassment they have been facing or other problems such as transportation, network, food, etc.), the newly appointed head prorogating a more regressive culture (not just students should respect elders rather cover yourself in a blanket because you are enticing others and 6 feet distance between genders - an exaggeration yes but get the essence please) and a hostile and ignorant administration.
Is it students being "woke", standing up for themselves and creating a feather pile or is it actually a trend

This is clearly based on personal perspectives. If you have a better offer in terms of pay from any other firm please, please take it. The people here would severely damage your confidence and would not contribute to your professional growth. The amount of money they pay you as a starting associate for the type of work they demand is disappointing. If it comes to it, spend a year and then switch. No WLB, you are in the office till 11pm on an average 6 days a week.

On the brighter side, if you can endure it, it is an amazing place to build your network and learn how to handle difficult people. It does work with some very good clients (mostly international) therefore you would gain unparalleled exposure. But the pay is not commensurate.

P.S. - did'nt happen to me but a lot of people claimed that they give bad referrals to the subsequent firms you join, when asked. Keep that in mind.

I'm a dropper and got my results, I know the basic documents required (Marksheets, Medical Certificates) but when it comes to things like a Character Certificate, which obviously the school won't issue now, how do I proceed? Do I get one that is notarised/from a district judge and how recent does it have to be (If I get it made in December will it be valid till the time of admission, which is tentatively early July ig) ?

Thanks in advance.

The firm is dying, very few partners have good quality work and Nishant is one of them. Like someone mentioned here, he does both debt and equity work.

Has a massive team behind him and the team bonding is pretty good, mostly because he is almost never in the office. His team, however is very bitchy towards interns/freshers. Idk what's the deal with starting the "real work" after 6-7 and staying in the office till late because his team was the only one staying till midnight almost every other day.

Nishant as a partner is extremely knowledgeable and makes for a great mentor. A few of the associates are also good, the rest have the the usual holier than thou attitude.