This year’s bar exams have recently concluded, and the Chairman of the Bar has announced their intention to release the results in December. In the legal profession, many law firms are already in the midst of recruiting new lawyers, even before the results are known. These newly-hired individuals are commonly referred to as “underbar associates.” With each new hire, I find myself contemplating and attempting to assess their potential longevity with our firm. While retention of lawyers and talent have always been an issue in private law offices, retention problems started to be more pronounced and felt, sometime in 2016. During the pandemic, many law offices experienced a surge in lawyer resignations. Initially, law offices chalked it up to generational change and differences in life outlook, as most new lawyers were Millennials, or those born between the years 1981 to 1996. In the article “Understanding the Millennial Lawyer” published by Shelley Whitehead, a lawyer and Legal Recruiter, she observed that some have stereotyped Millennials as being entitled, lacking work ethic , being job hoppers, and the millennial that went to law school and passed the bar doesn’t escape this stereotype. But the truth is that the millennial lawyer is accomplished and has high expectations for themselves and their employer. However, in law firms, it was observed that there was a disconnect between more seasoned lawyers and the younger crop of millennial lawyers. Millennial lawyers challenge the status quo with their nontraditional approach to getting things done. Baby boomer and Gen X lawyers often sacrificed their personal life for the sake of their career, either by trying to make partner, or building a thriving legal practice. It seems, though, that millennial lawyers are less driven by salary as previous generations were. They are not lazy; they simply have a different belief system. (https://www.linkedin.com/pulse/understanding-millennial-lawyer-shelley-l-whitehead/) With our law office, we have observed that many lawyers who left our firm, chose to work with the Government. This trend was particularly true during the pandemic years. An interesting fact not known to all is that the Philippine Government is the largest employer in the country. According to the Civil Service Commission, the total number of officials and employees in the career and non-career service is at 1,728,641 as of May 31, 2019. (Explanatory Note by Rep. PM Vargas for House Bill No. 1675, also known as the Security of Tenure Act) In our experience, younger