TurksLegal Reviews

I have attempted to write this review several times since leaving Turks, but have struggled to do so given the volume of negative experiences and the impact they had on me. However, after recently learning that Turks received a 5-Star Employer Choice award, I felt it was important to share my experience to provide a more balanced perspective and help others make informed decisions. During my time at the firm as a full-time grad in the Melbourne Motor team (I applied for the grad rotation program but HR said I could jump straight into a permanent position in Motor and now I see why), I was responsible for managing hundreds of motor litigation files, the majority of which were defended matters with tight and often immediate deadlines. Despite the scale and complexity of this workload, there was a lack of structured supervision, formal file reviews, and consistent oversight from my partner. It also appeared that an accurate or up-to-date record of my file load was not maintained, as the extent of my workload did not seem to be fully known. I also inherited a substantial number of files within weeks of starting and was assigned a defended matter before I had even commenced, without access to systems or prior experience drafting a defence. These inherited files had numerous upcoming hearings, and deadlines to manage - all of which was new to me, being fresh out of uni. From the outset, expectations were incredibly unreasonable. It was a “sink or swim” culture. I worked consistently to manage my workload and meet expectations, often working very long hours. Despite exceeding performance targets at times, nothing ever seemed to be good enough - the finish line always moving. There was an ongoing expectation to remain contactable outside standard working hours, and my personal phone was used as my work phone, making it difficult to maintain any separation between work and personal life. This level of intensity meant I was unable to properly disconnect, including at times when I should have been able to, such as dealing with a file while attending a funeral and in PLT classes after work. While I understand that long hours can be part of the legal profession and was prepared for this, the extent and nature of these expectations made the experience extremely difficult to sustain. In addition to workload concerns, there were serious cultural issues within the team and firm. In my experience, workplace dynamics were influenced by senior staff, including the partner, and this contributed to an environment that was, at many times, toxic and unprofessional. Negative discussions and gossip were common, which impacted professionalism and overall culture. It was also not uncommon for former employees to be openly discussed critically in relation to their files in the office. With hindsight, it is clear that many of these individuals were more than likely working under similar pressures and constraints. There was also significant staff turnover during my time in the Melbourne office. Despite being a junior, I was often relied upon to assist new team members. Many colleagues expressed concerns to me about the impact of the role on their mental health. No employee should have to consistently go to bed and wake up feeling anxious because of their job, especially starting out. There was clearly limited investment in employee development and long-term retention. I raised a number of these concerns during my exit interview and prior to resigning. I even proposed solutions to rectify these issues. While these issues were known within the firm, including by HR and partners, it was not clear that meaningful changes were implemented. While HR presented as supportive, in my experience, HR did not seem genuine, and its role aligned very closely with the firm’s interests. Confidentiality also did not appear to be maintained. I maintained a high level of professionalism throughout my time at the firm and was well regarded by colleagues. I was told by a partner from another team that the door would always be open to me to return, which reflects the quality of my work and conduct despite the challenges outlined above. I made a conscious effort to leave on good terms, recognising the importance of professional relationships within the industry. Since leaving, I have worked in a comparable environment where the level of support, respect, and structure was significantly stronger. This contrast highlighted the extent of the issues I experienced at Turks. As is often the case in law firms, individual experiences can vary depending on the partner they work under. I cannot speak to other practice areas. However, in my experience, the concerns outlined above were broader than a single individual and were known within the firm. Looking back, there were signs during the interview process that, in hindsight, reflected the environment I later experienced. At the time, I was focused on securing a role after finishing uni and HR sold me the option of taking up the permanent role opposed to the position I applied for. Fast forward to today, I am now in a supportive work environment where I really enjoy the work, but thinking about my time at Turks still really impacts me. If you are invited to interview, including as a clerk, I would encourage you to ask the partner targeted and specific questions about workload, supervision, and expectations. Really listen to whether the response is genuine. I asked a generic question about what the culture was like but this was not specific enough. Casual Fridays and drinks after work was the only attempt at a positive culture - that’s not good enough and does not solve ingrained issues. Please take this review seriously and prioritise your wellbeing. I also note that this is the high-level version of my review.