Corporate Champions case study
Teys Lawyers shows IT no barrier to mature-age lawyers
A small legal firm is proving older workers can thrive in a hightech workplace.
What would happen if mature-age lawyers, accustomed to a working in their own offices in a fairly
traditional environment went to work in an open plan, cutting-edge modern practice? Through its
involvement in the Corporate Champions pilot program Teys Lawyers is showing it can work to
everyone’s benefit.
Principal lawyer and founder of Teys Lawyers, Michael Teys made a conscious decision to recruit
older workers—even though the average age of employees at the firm at that stage was 28 and the
initial business model had focused on high-tech systems and processes.
The average age has now increased to 38 and the firm feels better equipped to support its market,
which has a higher proportion of older clients. Most importantly, there has been no loss of
expertise—just a cultural shift.
… the mix of high-tech IT systems and older workers enhanced the
availability and accessibility of the experience of older workers.
Company profile
Michael Teys established Teys Lawyers in 2010 to meet what he regarded as a need to provide
services and training to strata-title property owners and their corporations. Before founding the
firm, Teys had built one of the largest strata management companies in Australia, managing more
than 28,000 apartments in Queensland, New South Wales, Victoria and Western Australia.
The initial business model challenged the traditional legal firm approach by focusing on modern
technologies and practices. Instead of separate chambers there was an open-plan office; and
electronic storage and data handling was used instead of traditional paper-based systems. The
environment attracted ‘tech-savvy’ younger lawyers, but with a largely mature-age client base, there
were obvious advantages in rectifying the age imbalance in the firm.
‘Our work in strata law helps our clients improve their living environment
and increase the value of their property.’
The project
Teys Lawyers began its involvement in the Corporate Champions program as a way of engaging the
mature-age client base. The firm’s involvement in the program had a direct influence on the decision
to appoint mature-age staff, in particular by recognising the contribution of older, more experienced
staff to the goal of delivering high-tech, cutting-edge services. Within a year, the age profile of the
office had shifted.
Along the way there were challenges to work through and lessons learned, but these experiences
have prompted the adoption of other approaches to increase the satisfaction of all employees and
extend the working life of older employees. Practices adopted by the firm include:
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

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flexible working arrangements
the introduction of a formal induction program—including IT skills
an extensive pre-appointment process particularly aimed at meeting the expectations of
mature-age employees
mentoring by older employees with long experience in dealing with clients.
Age group
60s
50s
40s
30s
20s
Total
Staff numbers pre-project
0
2
1
0
7
10
Staff numbers post-project
1
3
2
5
7
18
A better future
By combining modern work practices and a workforce that includes experienced older workers, Teys
believes it has strengthened its ability to provide clients with a high level of services. It cites a better
overall adherence to quality, improved client loyalty and improved internal relationships as benefits.
The combination of a highly specialised workforce, modern technology-driven office systems, and a
traditionally conservative mature-age lawyer profile might seem unworkable but Teys has shown
that it can work. It positions the firm well to handle what appears to be an area of future growth.
Teys has shown that the combination of a highly specialised workforce,
modern office systems and a traditionally conservative mature-age lawyer
profile can work.