At the very inception, In the corridors of justice, the image of a lawyer often evokes respect, authority, and intellect. Yet, beneath the black robe and the courtly decorum lies a harsh truth—particularly for junior lawyers in Bangladesh. For most of these fresh law graduates, the transition from university classrooms to courtrooms is not a seamless one. It is instead marked by exploitation, mental stress, institutional inefficiencies, and a disheartening level of uncertainty. Despite being the backbone of the future legal system, junior lawyers remain among the most underappreciated professionals in the country.
A newly graduated law student in Bangladesh typically enters a six-month apprenticeship under a senior lawyer before becoming eligible to practice in court. While this is meant to be a formative period of learning and exposure, it is rarely accompanied by financial support. Most juniors work unpaid or are provided only token stipends—amounting to less than their daily commute costs. Some even pay their seniors unofficial “fees” to be allowed to apprentice under them. Unlike many professional sectors that provide entry-level remuneration, the legal field in Bangladesh remains stuck in a tradition that assumes juniors must “earn their dues” through unpaid labor. In a country with high living costs, especially in cities like Dhaka and Chattogram, this often becomes unsustainable for those without family support.
Once the apprenticeship period is over, aspiring lawyers must pass the Bar Council examinations. Unfortunately, these exams are frequently delayed by months or even years. Some candidates have reported waiting over two years just to sit for the MCQ or written portions of the exam, and even longer for results to be published. These delays are not only frustrating but financially debilitating. During this period, many juniors continue to work informally in legal chambers without any legal recognition or salary.
This bureaucratic bottleneck leaves thousands of qualified young professionals in limbo, delaying their entry into formal practice and compounding their economic hardships. In most legal chambers, juniors are expected to do menial tasks—photocopying documents, serving notices, organizing files—without receiving proper legal training or mentorship. The very objective of an apprenticeship is lost in many cases. Seniors, often overwhelmed by their own workload or uninterested in mentoring, fail to nurture the analytical and litigation skills of juniors. This lack of structured training limits the junior lawyer’s understanding of case strategy, client handling, legal drafting, and oral argument—essential tools for any successful legal career.
The uncertainty of career progression coupled with financial instability can severely impact the mental health of junior lawyers. Many report feelings of inferiority, anxiety, and disillusionment within the first year of their practice. In a competitive environment where only a handful manage to rise swiftly, others often feel left behind.
There is also a pervasive culture of elitism within the legal community. Juniors from prestigious private universities or influential families often find it easier to secure mentorship, get referrals, or join renowned chambers. In contrast, those from rural or middle-class backgrounds face an uphill battle to prove their worth.
While all juniors face difficulties, female junior lawyers experience additional layers of struggle. From being stereotyped as ‘unsuitable’ for litigation to facing harassment and safety issues at court premises, their challenges are deeply rooted in societal and professional gender biases.
Many families discourage women from pursuing law as a profession due to the long hours, frequent travel to different courts, and perceived dangers of the legal environment. Even when women join the profession, they are more likely to be directed towards corporate chambers or desk-based work rather than courtroom litigation. This contributes to the low visibility of female lawyers in higher courts and judicial leadership. The struggles of junior lawyers do not exist in isolation. When the entry-level of the legal profession is so deeply flawed, it affects the quality of legal service delivery across the country. Poor training, low morale, and high attrition rates mean that the legal system fails to benefit from the fresh ideas and energy that young lawyers bring.
Moreover, when the profession becomes too costly for the average graduate to enter or remain in, it becomes increasingly dominated by elite and urban-centric voices, creating an imbalance in representation and legal access across different classes and communities. While the picture appears grim, there are tangible, actionable solutions that can improve the lives of junior lawyers and make the profession more inclusive and rewarding.
The introduction of a legally mandated minimum stipend for apprentice lawyers can be a game-changer. The Madras High Court in India, in a landmark judgment, ordered the government to ensure that junior lawyers receive a fixed monthly stipend. Bangladesh can look towards similar models to formalize junior legal employment. This would not only provide financial relief but also create a culture of accountability among seniors and chambers. Bar associations and law societies should work together to develop standardized contracts for junior lawyers that include stipends, working hours, and learning goals.
The Bangladesh Bar Council needs systemic reform to address delays in examination schedules and enrolment processes. Digital platforms can be introduced for registration, result publication, and communication to improve efficiency. Introducing a fixed annual exam calendar, with strict adherence to dates, will bring predictability and reduce stress among candidates. Additionally, a mentoring panel within the Bar Council can be established to match juniors with mentors across cities and courts, thereby facilitating learning and professional growth. Before or after enrolment, junior lawyers should be required to undergo formal training programs in trial advocacy, client interaction, legal ethics, and drafting. These programs, facilitated by experienced practitioners and judges, will bridge the gap between academic learning and professional practice.
Legal aid clinics and mock courts should be institutionalized across universities and bar associations so that students and apprentices get real-time exposure to litigation and case handling.
Special initiatives to support women entering the legal field are essential. This could include:
- Setting up safe zones and women-only chambers in court premises.
- Launching mentorship programs for women law students and lawyers.
- Providing financial incentives or grants to female lawyers from underprivileged backgrounds.
Bar associations can also partner with civil society to create platforms that spotlight successful women in law, thereby challenging stereotypes and encouraging more participation.
Law students often enter the profession without a clear understanding of its challenges or structure. Career counseling programs, organized in collaboration with universities, law firms, and courts, can help students make informed decisions. Sessions on choosing between litigation, corporate law, academia, or legal aid work can help shape better career paths.
Consider X, a 27-year-old law graduate from Y University. He moved to Dhaka with dreams of becoming a Supreme Court lawyer. After working as a chamber assistant for over a year, with no pay and minimal learning, he now works part-time as an English tutor to pay his rent. His Bar Council enrolment is still pending. “I feel like I’m in limbo,” he says. “I’m not a student anymore, but I’m not a recognized lawyer either.”Similarly, K, a female graduate from a reputed private university, recalls being told by her family that litigation wasn’t ‘respectable’ for women. After joining a corporate firm, she found herself missing the excitement of courtroom battles but had no female role models to guide her in that path. These are not isolated experiences. They reflect a systemic failure that needs urgent redress. The legal system in Bangladesh stands at a crossroads. On one side lies a tradition-bound structure that resists reform and clings to outdated hierarchies. On the other, there is a young generation of legal minds eager to contribute, innovate, and uphold justice. Bridging the gap between these two worlds is not just a matter of policy—it is a matter of national priority.
To down my pen, I can, should and must draw attention to all the concerned that the Junior lawyers are not mere assistants to their seniors. They are the judges, human rights defenders, legislators, and legal educators of tomorrow. Ignoring their struggles risks stagnating the entire justice system. Supporting them, mentoring them, and ensuring their well-being is not an act of charity—it is an investment in the future of law and governance in Bangladesh.
