The Middle East legal market is undergoing significant transformation, marked by both expansion and contraction among international law firms. Here’s an in-depth look at who’s moving, why it matters, and what lawyers considering a move or relocation need to know.

Market Expansion: Who’s Growing and Where

Saudi Arabia is the current epicentre and rapidly expanding:

• Pinsent Masons launched in Riyadh (March 2025) to align with Vision 2030.
• King & Spalding acquired Abdulaziz H Al Fahad & Partners, aiming for a 75% stake.
• Kirkland & Ellis set up a regional HQ in Riyadh with 20+ lawyers.
• Skadden opened its first Middle East office in Abu Dhabi (Jan 2025).

Across the Am Law 100, 70 new global offices were launched between Jan 2023–June 2024 — with Riyadh leading the charge.

Market Contraction: Strategic Retrenching Elsewhere

While the Gulf grows, other regions are tightening:

• Dechert closed Beijing, Hong Kong, and Chicago.
• Hogan Lovells shut down in Warsaw, Sydney, and Johannesburg.

Global firms are reassessing where scale is essential — and where presence is optional.

Why the Region Appeals to Firms

• Economic reform & infrastructure growth (Vision 2030, megaprojects)
• Booming deal volume: Over $150B in Gulf transactions in 2024 (up 62% YoY)
• Arbitration and disputes work on the rise
• Regulatory reform and sovereign wealth fund activity

Pros & Cons for Candidates

The Upside:

• Lucrative packages: Often tax-free!, with generous relocation and schooling allowances.
• Accelerated progression: Smaller teams mean more visibility and responsibility.
• High-end, international work: Particularly in infrastructure, energy, projects, and disputes.
• Lifestyle benefits: Quality of life can be high, especially in Dubai — modern infrastructure, travel links, and strong expat communities.
• Regional mobility: Opportunity to work across GCC offices, growing your cross-border experience.

The Trade-offs:

• Cultural adjustment: Even cosmopolitan cities like Dubai have legal and social norms that require adaptation.
• Limited partnership track: Fewer opportunities for equity and long-term progression in some regional offices.
• Visa/work permit complexity: Can delay start dates or complicate family relocations.
• Visibility to HQ: Being further from global HQs can sometimes mean less involvement in strategic matters.
• Sustainability of roles: Some regional roles can be more transient depending on project cycles or firm strategy shifts.

In Summary:

The Middle East offers massive opportunities — but it’s not for everyone. For the right candidate, it’s a career-defining move. For others, the lifestyle shift or long-term trajectory may not align.

If you’re thinking about it, ask yourself: Is this a stepping stone, a platform, or a lifestyle move? And how would you feel if it became all three?

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