The GenZ effect: Why the future of law looks different

Individuals born between 1997 and 2012 - often called Gen Z or Zoomers - are redefining norms, behaviours and expectations among the entire global legal fraternity. Law is actively shaped by the social and technological realities of a new era and today, Gen Z is doing it with their pragmatism, inclusivity and tech-savviness. They are often solution-oriented and exhibit a practical approach in tackling societal issues.

This generation enters the legal profession with a deep-rooted belief that law should actually work for people. The ethos that GenZ is expected to bring to the field centres on socially conscious legal advocacy, digital fluency, work/life balance and an end to the rigid, often absurd hierarchies that still define legal practice. With this shift, the methods, expectations and values shaping law are being reinterpreted, paving the way for more diversity, innovation and authenticity in the profession.

Today, law is regarded as more than a symbol of prestige, wealth, or corporate dominance. Phrases like “climate justice”, “minority rights”, “data privacy” and “accountability” are widely cited by future GenZ lawyers when questioned on why they choose to study law. This ideological shift stems from a generation that has grown up witnessing global crises on multiple forefronts. A study shows that 1 in 3 Gen Z adults engage in some form of activism or social justice work and 45% prioritise criminal justice reform, higher than their millennial counterparts (42%) and boomers (27%). This inclination reflects a belief in law’s intrinsic power to remedy injustice and that society can always be made better.

Having witnessed the destruction of flora and fauna, severe urban air pollution crises, erratic climatic conditions and so on, GenZ have moved from being mere witnesses to becoming vanguards for change. Climate activist Greta Thunberg, for instance, helped organise the “School Strike for Climate”, mobilising students in 150 countries to walk out of their classrooms as a sign of protest. Further, GenZ considers climate change  a “defining issue” for their generation, pursuing this commitment through social media and active participation in protests worldwide.

Easy internet access has proven a boon for GenZ. Take, for instance, a video of police brutality going viral, a politician’s hate speech spreading like wildfire or dirty corporate politics getting unravelled on Reddit. Quick consumption and constant fact-checking of such information keeps GenZ aware of how law ought to work and how often it fails those it is meant to protect. The Cockroach Janta Party protests at Jantar Mantar saw GenZ hold firm against systemic corruption in paper leak incidents, until the Education Minister resigned, a clear concession of accountability from the government.    

More lawyers putting in 14-hour workdays would not fix what is ailing Indian courts, with over 54 million cases pending as of early 2026. AI possesses the power to digitise and summarise large case files, find relevant precedents and statutes quickly, and assist legal research. Additionally, digital filing, e-summons and virtual hearings cut procedural delays and unwanted adjournments. Hence, faster case management and digitised procedures would let judges to dispose of cases more efficiently, freeing up time for complex matters. The Indian judiciary itself opines that using AI, voluminous case files can be summarised and data on cases or statutes can be promptly retrieved by judges and lawyers. AI research tools such as LegRAA, SUPACE and voice-to-text dictation applications like ASR-SHRUTI and PANINI, have already been incorporated into the Indian judicial setup.   

These new-age formations call for a new approach and GenZ brings both that mindset and the tech proficiency needed for faster institution and disposal of cases. At this critical intersection of law and technology, GenZ lawyers, clerks and law students can bring a lot to the table. More than any other generation, GenZ natives embrace the use of AI in the workplace and use it to learn new skills and solve problems at work. Undoubtedly so, the average GenZ lawyer is “tech-savvy”, harnessing technology tools to boost productivity and make legal work accessible and efficient, while favouring technology-integrated learning over traditional methods.

As expected, the legal fraternity has already picked up on this advantage. Law firms like Trilegal use Lucio AI for document review and research, IndusLaw has partnered with Legitquest for developing an AI tool to oversee contracts, M&A, drafting and IPR claims, and Khaitan & Co has a structured AI strategy led by a digital, technology and innovation team. In the educational realm, premier law institutions like NLSIU Bangalore, Jindal Global Law School and NLU Tripura have launched dedicated AI centres to make students proficient in using generative AI and to entrench AI skills at the core of legal education.

With more than 30% of the global workforce set to be GenZ by 2030, a shift in corporate firm culture is inevitable. A shift in professional ideals is going to be the chief amongst these. Long working hours, rigid hierarchies, poor work/life balance and the expectation that junior lawyers earn recognition only after years of intense effort were the bedrocks of the conventional law firm culture. But GenZ considers work/life balance as a top priority, values flexibility and growth as much as their salary, seeks mental health support and gravitates towards firms engaged in pro bono, CSR and social justice work. It is untrue that they shy away from hard work, but they draw a line between chasing success blindly and honouring their well-being and social welfare commitments.

Junior associates typically perform basic repetitive work like document review, due diligence and primary legal research. With AI technologies, this work can be done faster without overburdening associates. This is not only redefining associate roles but also indicating that GenZ lawyers may reach substantive litigation and decision-making much earlier in their careers. In fact, the traditional law firm pyramid with junior associates forming its base is being disrupted, exposing the vulnerability of traditional roles and billable-hour models in the face of technological change. GenZ believes productivity and efficiency should take precedence over time spent and that lawyers should not be penalised for working efficiently simply because technology lets them move faster.   

Diversity, Equity, and Inclusion in law firms is also a major priority for this generation. They demand that firms display true diversity in leadership and partnership roles, going beyond symbolic commitments and those that do not take DEI seriously do so “at their own peril.” GenZ employees want flexible work arrangements, work/life balance and a work environment that reflects a commitment to global citizenship. GenZ often assesses firms based on how equitable progression possibilities are and how diverse viewpoints are treated in the workplace. They see diversity as a necessary component of a contemporary and productive workplace instead of being an extra endeavour.

GenZ often approaches problems differently. Rather than asking: “What has always been done?” they ask: “What works?” As these young lawyers continue to excel in law schools, firms and courtrooms, this practical mindset is expected to redefine what it means to be a successful lawyer: not just accomplished, but happy and driving meaningful change in their own way. This is a much-needed transformation toward a more compassionate, approachable legal system that truly serves the people it promises to protect.

Above all, the GenZ effect offers law firms a rare chance to resolve long-standing dissatisfaction within traditional professional structures. As climbing the corporate ladder matters less than having a sustainable work/life balance, firms will need structural changes like flexible work models, outcome-based performance reviews and fair workload distribution, powered by technology and delegation. They must also strengthen organisational values through meaningful initiatives and ethical leadership to attract a purpose-driven workforce.  

Acknowledging AI’s role in re-architecting roles, workflows and career paths, and effectively integrating it to boost human efficiency can go a long way in harnessing the true digital potential of Gen Z, letting entry-level lawyers delegate routine work and engage in substantive litigation and decision-making. The goal should, therefore, not be to produce lawyers who can work harder, but lawyers who can work smarter, think rationally and create meaningful change.

Law’s future lies not in the next generation’s fidelity to the past, but in their capacity to reimagine and improve it.

Divyansh Samant is a 3rd year Student of BA.LL.B. (Hons) at Symbiosis International (Deemed) University.