BigLaw salary scale in 2026, including summer associate pay

Most large U.S. firms pay first-year associates a base salary of $225,000, and some now pay $235,000. Summer associates are usually paid the same rate, prorated by week. Treat both numbers as a benchmark, not a guarantee, and confirm them in the firm's written offer.

What "market scale" means

Market scale is the compensation schedule followed by a group of large, competing law firms. It typically sets base salary by associate class year. People also say "Cravath scale" or name the firm that last announced a change. Those labels describe an industry benchmark, not a rule that binds every firm.

Firms that move to a higher figure do not all move at once. Some match quickly, some later, some only in selected offices, and some not at all. Firms may also differ by office, practice, start date, class-year credit, performance, billable hours, bonus eligibility, and whether they match the whole scale.

The 2026 base-salary framework

In the BigLaw Bear firm directory, most large firms list a first-year base of $225,000, and a smaller group lists $235,000. A few list other figures. Salaries rise with class year, with larger steps for senior associates.

Higher figures follow reported 2026 raises and firm matches (see the sources above). Matching announcements and class-year tables change, so use the firm directory for comparison and read our data methodology to see how we source it. Then verify with the employer.

Base salary versus total compensation

Base salary is the regular annual salary before tax. Total compensation may also include a year-end or special bonus, a clerkship bonus, signing or relocation payments, a bar stipend, and benefits.

Do not add a bonus to your budget until you understand eligibility. Bonuses can depend on hours, start date, performance, class year, good standing, or still being at the firm on the payment date. Ask whether pro bono counts, whether new associates are prorated, and when bonuses are announced and paid.

Class year and office differences

Firms usually group associates by graduation year. Clerkships, leave, lateral moves, or part-time schedules can change your class-year placement. If your path is nonstandard, ask which class year the firm will assign, whether that sets salary and bonus, and whether the answer is in the offer letter.

Some firms pay one U.S. scale across offices. Others vary by market. Compare the whole package against state and local taxes, rent, hours, benefits, and the practice available in that office. The compensation map is built for this comparison.

Summer associate pay

Many firms pay summer associates the first-year salary, prorated for the weeks they work. Dividing the annual figure by 52 gives the weekly gross rate. These are annualized estimates, and a firm may round or use a different payroll convention.

Program length varies by firm, office, and student schedule. Multiply the weekly rate by the paid weeks in your offer. Do not assume ten weeks when the offer says eight or nine.

Gross is not take-home. Payroll may withhold federal, state, local, Social Security, and Medicare taxes, and withholding on a short, high-paying summer can look large. It is an estimate toward your annual bill, not your final tax. See salary after taxes.

Payroll timing. Ask how often you are paid, when the first check arrives, and when the final check arrives. Deposits, travel, and work clothes can come due before the first paycheck.

Stipends. A firm may offer relocation or housing help, travel reimbursement, a bar-related stipend for returning associates, or a fellowship payment. Ask whether each is a reimbursement or taxable pay, and whether it has conditions or repayment terms.

Split summers. A split summer means working for two employers in one summer. Not every firm allows it, and some set minimum weeks or require approval. Confirm the required dates, who pays travel, and how each employer handles return offers. The weekly rate does not answer those questions.

What to confirm in writing

Before accepting, ask the recruiting team to confirm:

1. base salary (or weekly summer rate) and office;
2. paid program dates and the payroll schedule;
3. how class year is assigned;
4. the current bonus policy;
5. relocation, housing, and stipend terms;
6. split-summer rules and fellowship conditions; and
7. benefits and start date.

Asking is normal. A short email works:

"Could you confirm the weekly summer-associate rate, paid program dates, and expected first payroll date? I am planning housing and travel."

Common mistakes

• Comparing only the headline. Two firms can pay the same base and differ on hours, bonuses, benefits, and training.
• Treating expected pay as guaranteed. An expected bonus is not base salary.
• Using old articles. Compensation pages spread after a scale change and stay online for years. Check the update date and the source.
• Spending before the money arrives. Tax withholding, start-date timing, bar expenses, deposits, and relocation make the first months expensive.
• Turning pay into a competition. Classmates have different obligations. The best use of summer pay is the one that makes next year more stable.

Save the offer and compensation materials you relied on. If a payroll or class-year question comes up later, the written terms matter more than a screenshot of an industry chart. Then use salary after taxes and the loan payoff guide to turn the headline into a plan.