How to Leave Your Law Firm and Bring Your Clients with You

“Life is made up of meetings and partings. That is the way of things.”

It’s sage advice… never mind that it comes from Kermit the Frog.

Loyal as you may be to your law firm, nothing lasts forever. Perhaps you find yourself on the cusp of change and ready to open a new chapter in your career.

If so, you’ll want to act wisely. Countless lawyers have left one law firm for another — or broken away to hang a shingle all their own. As many of those defectors might attest, leaving is one thing… but leaving without hurting feelings or burning bridges? That’s a different matter.

You’ve invested a lot of yourself into your law firm, building up their business while simultaneously building your own career. Shouldn’t you take some of those accomplishments — namely, clients — with you when you go?

Then again, doesn’t the law firm have a stake in those same accomplishments (and clients)? Indeed, they do. So sayeth the rules of ethics.

So how does a parting attorney navigate the waters of departure toward a bright new horizon without any professional shipwrecks along the way?

First and foremost, mindset matters. Don’t let emotion take the wheel. (Emotion never sets the right course.) Rather, your departure is something to chart carefully and thoughtfully, well in advance.

Nine times out of ten, when a lawyer leaves a law firm on bad terms, it’s because personal feelings, inadequate planning, or poor communication got in the way.

Today, we share 9 Rules for Leaving a Law Firm and Taking Your Clients with You — a guide to having hard conversations, following an ambiguous rulebook, putting your people skills to the test, and coming out with a better career on the other side.

Why Leave?

First, you’ll need to decide whether you want to leave. Ultimately, no one can answer that question for you. But as a general principle, it’s important to remember that you’ve worked too hard, and reached too high a level of achievement, to settle for a life or a job you find unfulfilling.

If you feel in your bones that it’s time to move on, then perhaps it is. Certainly, you have options.

Still, you might want to check your motivations against those of the departing lawyers who came before you. To that end, some of the most common reasons for leaving a law firm include:

• You want to move to a new market where your firm doesn’t practice.
• Your current law firm is floundering.
• You aren’t compensated fairly (or adequately) in your current job.
• Your law firm keeps you busy working on other lawyers’ cases, but there’s no mechanism in place by which you can build up your own book of business there.
• The partners, supervisors, or managers in your firm are people you decidedly do not want to become. After all, the track you’re on right now leads you to their position (at best).
• There’s prolonged infighting in the firm or an especially toxic working environment, or perhaps you’ve unfairly earned a reputation you just can’t shake.
• The firm has gotten too big — or isn’t big enough — to match your career goals.
• The law firm’s work culture and your individual personality are simply mismatched.
• Your interests have gravitated toward a practice area your firm doesn’t handle.
• Point blank: you’re unhappy.

No One Owns You. No One Owns Your Clients.

Before we delve into our 9 Rules for Leaving a Law Firm and Taking Your Clients with You, a preface:

You can go where you want. So can your clients.

Those two general principles are subject to some of the considerations we’ll explore below, but as a rule of thumb, remember that no one owns anyone else.

And as far as the Rules of Professional Responsibility are concerned, in every jurisdiction, the client’s interests supersede both the law firm’s and your own.

Your relationship with your clients, therefore, means everything.

If you have a really strong, personal, and direct relationship with them, it’s very likely they’ll follow you wherever you go. Knowing that will give you confidence, leverage, and freedom.

Don’t have that kind of rapport with many of your clients yet? In that case, depending on your situation, you might want to focus on developing those relationships before beginning to plan an exit.

What Is the “Personal Professional Relationship” Threshold?

Not all firm clients need to be notified when you leave. The personal professional relationship threshold requires:

• Direct, significant contact with the client (not just brief consultations or administrative work)
• Primary responsibility for their representation (you’re the lead attorney on their matters)
• Material services provided (substantive legal work, not just back-office support)

If you merely assisted on a case, provided administrative support, or had minimal client interaction, you likely don’t have a personal professional relationship that triggers notice obligations. This distinction matters because it determines which clients you may ethically contact and which must remain with the firm.

For example, if you spent 200 hours as lead counsel on Mrs. Johnson’s divorce case and communicate with her weekly, that’s a personal professional relationship. If you spent 30 minutes reviewing a brief for Mr. Smith’s case that another attorney is handling, that’s not.

With that prologue out of the way, let’s look at nine rules that can get you where you want to be.

Rule 1: Read Your Contract

Even though your state’s ethics rules are the “sacred texts of departure,” your employment or partnership agreement with the law firm matters too. So it’s time to dig it out. In particular, look for provisions relating to:

• Non-Compete Agreements — In many jurisdictions, law firms are more limited than other employers in their ability to restrict attorneys’ future employment. Check your contract against the latest rules and ethic opinions in your state. Does the provision hold up? In most cases, a client’s best interests will trump any covenant not to compete. (Even in the face of a lock-solid non-compete, if you’re on good terms with the employer, you might be able to negotiate your way out of it.)
• Notice Requirements — Does the firm require a specific time period or manner of notice before leaving?
• Winding Down, Termination, Departure, Etc. — Review all the provisions pertaining to ending one’s employment, even if they don’t seem to apply. (For example, even if you’re leaving to start your own business, you should still review any sections pertaining to termination, retirement, etc., to find any language that might be relevant.)
• Benefits — Lawyers are often entitled to a variety of employment benefits, but some of those benefits might be tied to particular accomplishments, calendar dates, etc. Make sure you understand how the timing of your notice could impact your entitlement to benefits and compensation.

Does the firm have a policy manual in addition to the contract? If so, read that carefully too.

Rule 2: Mind Your Duties

If there is a single golden rule when leaving a law firm, it’s this: always act ethically.

Take the high road. Be above board. Do the right thing.

Read your state’s rules carefully. Have questions? Contact the state bar and talk it over.

As an attorney, you might have ongoing duties to:

• Your clients (per RPC 1.4 on communication and RPC 1.16 on terminating representation)
• Your law firm (per RPC 8.4 prohibiting conduct involving dishonesty, fraud, deceit or misrepresentation)
• Court(s) at which you or your clients have any pending matters
• The state bar

These duties are governed by specific Rules of Professional Conduct, including RPC 1.6 (confidentiality), RPC 1.15 (safekeeping property), and RPC 7.3 (solicitation of clients). Additionally, ABA Formal Opinion 99-414 (updated by ABA Formal Opinion 489) provides authoritative guidance on a departing lawyer’s notice obligations to clients and the firm.

Act carefully to avoid overlooking any of your duties. For example, soon after announcing your departure, you might have to request that a court remove you as counsel of record for certain matters through a substitution of counsel motion or withdrawal motion (which typically requires court permission). You will probably also have to notify the bar of your change of employment, address, etc.

Others you might need to notify include:

• Banks
• Your malpractice insurance provider
• Opposing counsel
• Accountants
• All the other state bars / bar associations you might belong to

We’ll consider some of your most pressing duties to the firm and to your clients below.

Understanding Trust Account Obligations

If you handle client funds held in trust accounts, you have specific obligations under RPC 1.15 regarding safekeeping property. When you leave a firm, you cannot simply transfer client funds without proper authorization.

Client Authorization Requirements:

• Clients must provide written authorization for how their trust funds should be handled
• Options include: (1) remain at the current firm, (2) transfer to your new firm’s trust account, or (3) disburse directly to the client
• You must provide an accounting of all trust account activity before any transfer
• Timing matters: trust fund issues should be resolved within 30 days of your departure

Never remove client funds from a trust account without explicit written consent. This is one of the most serious ethical violations an attorney can commit. If you’re unsure about proper trust account procedures during your transition, consult with your state bar or an ethics attorney immediately.

Contingency Fee Cases: Special Considerations

If you’re taking contingency fee cases with you, understand that these situations are particularly complex because the firm may have a retaining lien — essentially a security interest in the percentage of any future recovery.

Key Contingency Fee Issues:

• Retaining Lien: The firm may have a legal claim to a portion of the contingency fee based on work already performed. This lien survives your departure.
• Fee Division Requirements: Under RPC 1.5(e), if you take a contingency case and later recover, the fee must be divided according to a written fee division agreement between you and your former firm, with the client’s consent.
• Out-of-Pocket Expenses: The firm retains the right to recover any uncompensated expenses (court filing fees, deposition costs, expert witness fees, etc.) even if the client follows you.
• Client Consent Required: The client must be informed of and consent to any fee division arrangement in writing.
• Dispute Resolution: Many states have specific procedures for resolving fee disputes between attorneys. Don’t try to negotiate these alone.

Because contingency fee cases can involve significant money and complex rights, it’s especially important to consult with an ethics attorney before moving these matters. The potential for fee disputes is high, and the rules are very specific.

Rule 3: Talk to (Some) Clients in Advance (…Maybe)

We’re only three rules in, and we’ve already arrived at one of the stickiest topics regarding attorney transitions.

Can you tell your clients you’re leaving before you tell the firm?

You’ll find a range of opinions on this matter, including one very important opinion: the bar’s. Rules vary here from state to state, so research thoroughly.

Even if you consider clients as “your” clients, they are probably the firm’s clients. Lawyers generally cannot solicit the law firm’s clients before notifying the firm of departure.

But can you have a hypothetical “what if?” chat with your closest clients? Say, for instance, something like, “You know, Mrs. Jones, I’ve been thinking a lot about my career lately. Our relationship is important to me. I wonder, if I ever were to set up shop elsewhere or on my own, do you envision that you would want to continue working with me?”

In practice, attorneys have that kind of conversation all the time. Whether it’s right for you depends on:

• What you feel comfortable with
• What the rules in your state say
• What your employment agreement(s) say

Conflict Checking: When and How

Before you can ethically solicit clients to follow you, your new firm must run conflicts of interest checks. This creates a procedural challenge: how do you check for conflicts without improperly disclosing confidential client information before you’ve officially left?

The Solution: RPC 1.6(b)(5) Exception

RPC 1.6(b)(5) provides a limited exception to confidentiality rules that allows you to disclose minimal information for conflict checking purposes:

• What you can disclose: Client identity, general matter type, and termination date
• What you cannot disclose: Case details, strategies, sensitive facts, or anything beyond what’s necessary for conflict identification
• Timing: Only after you’ve had “substantial discussions” with the new firm about employment
• Purpose: Solely to determine whether the new firm has any disqualifying conflicts

What Happens If Conflicts Are Discovered?

If the conflict check reveals that your new firm has a conflict with one or more of your clients:

• You cannot bring those clients to the new firm
• You must inform affected clients that they cannot follow you to your new firm
• The clients will need to either stay with your current firm or find a different firm entirely
• Discovery of conflicts after you’ve already sent joint notices complicates matters significantly — another reason to run conflicts early

Best practice: Complete conflict checking before giving notice to your current firm, but after accepting your new position. This prevents you from promising clients something you can’t deliver.

Rule 4: Prepare, Then Pronounce.

The day you walk into your boss’s office and announce your departure is a day you’ll remember forever. You want it to go well. But it might not. Either way, be prepared.

Attorneys are sometimes surprised by their superior’s reaction to the news. For instance:

You might think they didn’t like you, but they might have envisioned you as part of the firm’s future.

You might think they already know you’ve been interviewing for other jobs or planning to hang your shingle, but they might be totally blindsided.

Even though it’s “just business,” these conversations can take an unexpectedly personal turn. Certainly, your law firm has invested in you, and no employer wants to turn an investment over to a competitor (even if that competitor is you).

A few pointers:

• Practice the speech. Anticipate a range of responses.
• Give notice within 5-7 business days of accepting your new position. While employment agreements may specify notice periods (typically 2-4 weeks), ethical rules focus on “prompt” client notification. Best practice is to notify the firm quickly after you’ve made your decision, allowing time for orderly transition planning.
• Give at least two weeks’ notice (more if possible), but be prepared to pack your things on the spot if they tell you to.
• Offer to work with your employer to make the transition peaceful and smooth, being mindful of court dates, filing deadlines, malpractice insurance policy requirements, etc. Don’t leave them hanging out to dry.
• “It’s not you; it’s me” — a classic for a reason. As law firm breakup speeches go, this isn’t a bad one, cliché as it might seem.
• Compliment your employer. Thank them for the opportunities and experiences they’ve afforded you.
• Even if you’re unhappy with some aspect of the firm, don’t harp on those complaints. Your objective is to get in and get out without burning bridges.
• Try to predict their concerns and address them in advance.
• Be prepared for them to offer you a promotion, better compensation, etc., as an incentive to stay. What would it take? (Be skeptical of any dressed-up empty promises… you don’t want to have this same conversation again in six months.)
• Timing is everything. Friday afternoon is probably best. Monday morning is probably the worst. Steer clear of big trial dates or other high-stress periods if possible.
• Wait until after joining your new firm to solicit staff. Do not have conversations with firm staff about following you while you’re still employed. This is viewed as improper solicitation and can damage your professional reputation and create legal liability.

You never know when your past will become your present again, so try to avoid walking out on a sour note.

Rule 5: Send Out Effective, No-Mess Notice Letters

Anytime a lawyer leaves a law firm, clients are entitled to notice of the same.

Which clients? Typically, the letters will only go out to clients with whom the departing attorney has had substantial personal contact or who is actively involved in handling their case (see the “personal professional relationship” threshold above). Some law firms are more conservative in sending out notices than others.

There are two ways to handle this:

• The firm sends out one letter, the departing lawyer sends out another (after all, both have duties to notify the clients), or
• The firm and the departing lawyer agree on a single letter to send out jointly.

The latter approach is almost always preferable. It’s cleaner, more professional, and more likely to avoid resentment by one party toward the other’s letter.

Some pointers:

• Draft a sample joint letter so the firm doesn’t have to. Write it in a way that’s fair to both parties.
• Make sure the clients understand they can stay with the firm, go with the departing lawyer, or take their case somewhere else altogether.
• Provide your new contact information (This might be a hard pill for the law firm to swallow, but couch it in terms of the client’s best interest — the client really does have a right to know how they can find you at your new firm.)
• Avoid disparaging anyone or going into unnecessary detail.
• Do not directly solicit business in the letter.

The 4-Element Client Ballot Format

Your joint notice letter should present clients with clear options in a neutral, professional format. Here’s the recommended structure:

Sample Joint Notice Letter Format

Dear [Client Name],

We are writing to inform you that [Attorney Name] will be leaving [Current Firm Name] effective [Date] to join [New Firm Name] / start their own practice at [New Firm Name].

Current Status of Your Matter:
[Brief description of case status and any upcoming deadlines]

Your Options:

You have the right to choose who will continue representing you. Your options include:

1. Continue with [Attorney Name] at [New Firm Name]
   [Attorney Name] would be pleased to continue representing you at [his/her] new firm.
   Contact: [New phone] | [New email] | [New address]
2. Continue with [Current Firm Name]
   [Current Firm Name] can continue your representation. [Partner/Attorney Name] would be assigned to your case.
   Contact: [Firm phone] | [Firm email] | [Firm address]
3. Transfer to a Different Law Firm
   You may choose to hire a different attorney or law firm of your choice.
4. Represent Yourself or End Representation
   You have the right to represent yourself or decide not to pursue representation at this time.

Interim Representation:
Until we receive your decision, [Current Firm Name] will continue to represent you to ensure no deadlines are missed and your interests are protected.

Your Case File:
Your file will be transferred according to your choice of counsel. If you have trust account funds, you will need to provide written authorization for how those should be handled.

Please Respond By: [Date – typically 10-14 days]

How to Notify Us:
[Instructions for responding – mail, email, phone]

Sincerely,
[Current Firm Signature]
[Departing Attorney Signature]

Required Elements for All Notice Letters:

• Current matter status and upcoming deadlines
• Effective date of departure
• Contact information for both attorneys/firms
• Trust account handling options (if applicable)
• Current file location and transfer process
• Interim representation plan (“Until you decide, Firm X will continue representation”)
• Clear deadline for client response
• Specific instructions for how to communicate their decision

This ballot format ensures clients understand their options without either party appearing to improperly solicit. It’s neutral, informative, and protects both the departing attorney and the firm from ethics complaints.

Rule 6: Help Your Clients Help You

Once the law firm has been informed of your plans and the notice letters are agreed upon, it’s time to start soliciting business for your new law firm (to the fullest extent allowed by your contract and applicable law).

Make the transition easy for your clients. Again, you want to anticipate their concerns and have a solid answer for them.

A big worry for clients is their case files. These days, with electronic filing and cloud management systems, it’s easy for the departing lawyer to take a digital copy of the relevant files while leaving the original at the firm. But in some cases, you may need the client to contact the old firm and expressly request the transfer of their files from your old firm. Be sure your clients understand the process and be ready to assist them with it.

(Incidentally, the handling of client files is one of those sticky matters you’ll want to iron out with the firm as early as possible.)

Understanding File Ownership and Document Requirements

Who Owns the Client Files?

The client owns their file. However, the firm may have a retaining lien — the right to retain files as security for unpaid fees or to protect their interest in contingency fee cases.

What constitutes the “client file”?

• Engagement letters and fee agreements
• Correspondence with the client
• Court filings and pleadings
• Discovery materials (interrogatories, depositions, documents produced)
• Legal research and memoranda prepared for the case
• Emails and communications with opposing counsel
• Expert reports and witness statements
• Letters of protection (in personal injury cases)
• Settlement demands and offers
• Trust account statements

What the firm may retain:

• Internal firm communications and strategy discussions (work product)
• Billing records and time entries
• Files where the firm has an unpaid fee balance (subject to state rules)
• Files in contingency cases where the firm has a retaining lien

Required Court Filings When Taking Cases:

If you’re taking active cases with pending court matters, you must file proper paperwork:

• Substitution of Counsel Motion — Filed when a new attorney is taking over representation. Usually requires signatures from the old attorney, new attorney, and client.
• Withdrawal Motion — Filed when you need to withdraw from a case (requires court permission in most jurisdictions). Must demonstrate that withdrawal won’t prejudice the client or disrupt court proceedings.
• Notice of Change of Address — Required in most jurisdictions when you change your address of record with the court.
• Client Authorization Forms — Written authorization from the client directing the transfer of files and authorizing you to proceed as counsel.

Timeline for File Transfer:

• Files should be transferred within 30 days of client authorization
• Time-sensitive matters (upcoming deadlines, trials, hearings) require immediate transfer
• Trust account issues must be resolved before file transfer is complete
• Both parties should maintain complete records of what was transferred and when

Best Practices:

• Create a detailed inventory of all files being transferred
• Use a file transfer checklist that both you and the firm sign
• Maintain copies of all court filings related to substitution/withdrawal
• Document any files the firm retains due to unpaid fees or retaining liens
• Follow up to confirm clients received notification of file transfers

Rule 7: Consider Hiring Legal Counsel to Advise You

There are attorneys whose entire practice is focused on representing lawyers in ethical matters or state bar-related issues. They can provide invaluable guidance before, during, and after your transition.

Rule 8: Set Realistic Expectations for Your New Business

Even if a few of your best clients do agree to follow you right off the bat, growing a business takes time. Knowing that from the start will help you keep your expectations in check.

If you plan to launch a startup firm, create a business plan, complete with goals and metrics for measuring your success.

If you’re leaving to work for someone else, create a personal “career plan.” The idea is the same: to have a system for gauging your progress and an idea of where you want to be.

Rule 9: Make a Marketing Plan

In all likelihood, the business you take with you from your old firm won’t be all the business you’ll ever need. So, think about a mechanism for bringing in new clients on a regular basis.

Television ads, billboards, and other forms of traditional advertising might not be realistic (or the best use of your marketing dollars) but search engine optimization and pay-per-click advertising should be well within reach as primary client acquisition channels.

A professionally designed law firm website combined with local SEO strategies can generate qualified leads within 60-90 days of launch.

As it happens, we know just the company that can get you the clients you need. (Spoiler: it’s us.)

The 30-60-90 Day Departure Timeline

Here’s a practical roadmap for navigating your transition ethically and professionally:

30 Days Before Departure (Preparation Phase)

• Review your partnership/employment agreement thoroughly
• Compile a list of clients with whom you have a personal professional relationship
• Assess potential conflicts at your new firm
• Consult with an ethics attorney if needed
• Identify all pending court deadlines and case status for your matters
• Review trust account balances and any contingency fee cases
• Document your current caseload and case status

7-14 Days Before (Negotiation Phase)

• Accept your new position in writing
• Notify your current firm within 5-7 business days of accepting the new position
• Negotiate the joint notice letter format with the firm
• Discuss transition logistics: files, deadlines, staff, office space
• Coordinate with your new firm on running conflict checks (using RPC 1.6(b)(5) exception)
• Agree on timing for client notifications

Day of Departure – 30 Days After (Transition Phase)

• Send joint notice letters (or unilateral notice if joint negotiation failed)
• File substitution of counsel / withdrawal motions with courts
• Transfer files according to client authorization
• Settle trust account funds per client written authorization
• Update your bar registration and contact information
• Negotiate any contingency fee division agreements (per RPC 1.5(e))
• Respond promptly to all client inquiries
• Notify malpractice insurance, banks, opposing counsel, accountants

60-90 Days After (Settlement Phase)

• Resolve any fee disputes or retaining lien issues
• Finalize any contingency cases remaining at old firm
• Complete all file transfers and obtain signed transfer receipts
• Address any ethics complaints or bar inquiries
• Conduct final accounting of trust funds
• Close out any remaining firm administrative matters

Frequently Asked Questions About Leaving a Law Firm

Q1: Can an attorney take clients when leaving a firm?

A: Yes. Clients have the absolute right to choose their attorney under client autonomy principles. No law firm “owns” clients — the client’s right to choose counsel supersedes any firm interest. However, the departing attorney must follow ethical rules governing client notification (per RPC 1.16 and ABA Formal Opinion 99-414) and cannot improperly solicit firm clients before giving proper notice. The key is ensuring clients make an informed, voluntary choice based on neutral information about their options.

Q2: How much notice should a lawyer give before leaving a firm?

A: While employment agreements may specify notice periods (typically 2-4 weeks), ethical rules focus on “prompt” client notification after accepting a new position. Best practice: notify the firm within 5-7 business days of accepting a new position, then jointly notify clients within 7-10 days. Some states (like Missouri) explicitly require notice “within 5 business days of decision.” The notice period in your contract may differ from ethical obligations — you must comply with both. Review your partnership/employment agreement carefully for contractual notice requirements that may exceed ethical minimums.

Q3: What is the “personal professional relationship” threshold?

A: Not all firm clients need notification when you leave. The personal professional relationship threshold requires: (1) direct, significant contact with the client (not just brief consultations or administrative tasks), (2) primary responsibility for their representation (you’re the lead attorney handling their matters), and (3) material services provided (substantive legal work beyond back-office support). Administrative clients or those you briefly consulted with don’t meet this threshold. For example, if you spent 200 hours as lead counsel communicating weekly with a client, that’s a personal professional relationship. If you spent 30 minutes reviewing a brief for someone else’s case, it’s not.

Q4: Can my law firm prevent me from taking clients?

A: Generally, no. Non-compete clauses in law are largely unenforceable in most jurisdictions because they violate clients’ fundamental right to choose counsel. Courts consistently rule that client autonomy trumps restrictive covenants. While firms may attempt to restrict you contractually, ethics rules prioritize client choice over firm interests. However, you must still follow proper notice procedures per RPC 7.3 (prohibiting improper solicitation) and cannot solicit clients before notifying the firm. The firm can’t stop clients from following you, but they can enforce proper procedures.

Q5: What happens to contingency fee cases when I leave?

A: Contingency fee cases are particularly complex. The firm may have a retaining lien — a security interest in the percentage of any future recovery based on work already performed. If you take the case to your new firm and later recover funds, the fee must be divided according to a written fee division agreement per RPC 1.5(e), with client consent. The firm retains rights to uncompensated out-of-pocket expenses (deposition costs, filing fees, expert witnesses). Without a written agreement, you risk forfeiting your fee or facing a fee dispute. Always consult with an ethics attorney before moving contingency cases — the financial stakes are high and the rules very specific.

Q6: Do I need to notify courts when I leave?

A: Yes, for any active matters. You must file substitution of counsel motions (when new attorney is taking over) or withdrawal motions (which require court permission) to properly exit as counsel of record. Courts take these filings seriously — failure to properly withdraw can leave you ethically and potentially legally responsible for missed deadlines or procedural issues. File these motions promptly after clients decide who will continue their representation. Also file Notice of Change of Address with courts and update your bar registration.

Q7: What if the firm refuses to send a joint notice?

A: While joint notice is strongly preferred, you can send your own notice if good-faith negotiations fail. Your unilateral notice must be fair, neutral, and non-disparaging — avoid any language that appears to criticize the firm or improperly solicit clients. Make sure to document your attempts to negotiate a joint letter (emails, meeting notes) to demonstrate you acted in good faith. Some jurisdictions allow firm-only notice in certain circumstances, but most ethics authorities recommend joint notice to avoid the appearance of improper solicitation by either party.

Q8: What about trust account funds and client files?

A: Clients own their files and have an absolute right to them under file ownership principles. However, firms may retain files if they have a retaining lien for unpaid fees or contingency interests. Trust account funds require written client authorization per RPC 1.15: options include (1) staying at the current firm, (2) transferring to your new firm’s trust account, or (3) disbursing directly to the client. Never remove client funds without proper written authorization — this is one of the most serious ethics violations. Files should transfer within 30 days; trust accounts must be settled with full accounting provided to the client.

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Casey Meraz Casey Meraz is an entrepreneur, SEO expert, investor, creator, husband, father, friend, and CEO of Juris Digital. Casey is a frequent speaker at industry events and the author of two books on digital marketing, including "Local Marketing for Personal Injury Lawyers" and “How to Perform the Ultimate Local SEO Audit”