Legal as a service: How fractional models are reshaping in-house delivery

When your to-do list keeps growing but your budget doesn’t…

You’re not imagining it – the volume of legal work is rising, and your headcount isn’t. Whether it’s privacy queries, urgent commercial reviews, or compliance curveballs, in-house legal teams are being asked to do more with less. Again.

But what happens when your overworked team hits breaking point and the CFO still says no to a new hire?

Welcome to the rise of fractional legal support – a flexible, budget-friendly model that’s fast becoming a lifeline for overstretched in-house teams.

Let’s break it down.

The new resourcing reality

Ask any in-house leader what they need more of, and the answer’s usually the same: time, headcount, and headspace.

In 2025, legal teams are navigating:

Rising workloads (79% say legal demand is increasing).
Flat or shrinking budgets (nearly all GCs faced cuts last year).
Pressure to be both strategic leaders and operational workhorses.

And they’re doing all this while juggling multiple roles – privacy lead, risk manager, compliance officer – often solo. The result? Chronic overload, rising burnout, and a talent exodus. Over half of UK in-house lawyers are actively job-hunting.

Against this backdrop, traditional hiring models – lengthy, expensive, rigid – aren’t cutting it.

That’s where fractional legal support comes in.

What is fractional legal support?

Think of it as legal-as-a-service. Fractional support means accessing senior legal expertise – on a part-time, project-based, or subscription basis – without committing to a full-time hire.

It’s like having an experienced GC on speed dial, but only paying for what you need.

You might:

Bring in a fractional lawyer for a 2-day-a-week secondment.
Use a flexible subscription model for surge support during a product launch.
Tap into specialist advice (e.g. data protection or employment) without adding permanent roles.

Crucially, fractional lawyers don’t just “help out” – they integrate into your team, understand your business, and drive things forward.

Why it’s gaining ground

Fractional models are booming for a reason. They offer:

Cost control – predictable pricing without the overhead of a full-time hire.
Flexibility – scale up or down as business needs shift.
Speed – no six-month hiring process or endless agency fees.
Expertise on tap – access to senior lawyers who’ve been in-house and get the commercial pressures.

And for many lean legal teams, it’s the only realistic way to build capacity without burning out.

According to recent surveys, over 90% of GCs prefer using flexible legal talent over law firms when quality is equal .

Use cases that just make sense

We’ve seen fractional support work brilliantly for:

Covering parental leave or sabbaticals – keep momentum without stretching the rest of the team.
Plugging capability gaps – bring in niche expertise without long-term cost.
Supporting major projects – M&A, fundraising, product launches.
Balancing BAU and strategy – free up your core team to focus on high-impact work.

It’s also a smart solution when you’re growing fast but aren’t ready for your first full-time legal hire – or when your CFO just won’t sign off on one.

How to make it work

Done right, fractional support can be transformative. But it’s not just about hiring a freelancer and hoping for the best.

Here’s how to get the most out of it:

Be clear on outcomes – what do you need this person to deliver?
Integrate them properly – treat them as part of the team, not a bolt-on.
Communicate often – regular check-ins keep things aligned.
Choose someone business-minded – legal skills are a given, but commercial nous is what makes the difference.

And don’t be afraid to trial it. Many providers (including us) offer low-commitment options to get started.