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Legal file clerk job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected legal file clerk job growth rate is 0% from 2018-2028.
About -5,200 new jobs for legal file clerks are projected over the next decade.
Legal file clerk salaries have increased 17% for legal file clerks in the last 5 years.
There are over 59,603 legal file clerks currently employed in the United States.
There are 71,132 active legal file clerk job openings in the US.
The average legal file clerk salary is $31,479.
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 59,603 | 0.02% |
| 2020 | 63,857 | 0.02% |
| 2019 | 71,348 | 0.02% |
| 2018 | 76,732 | 0.02% |
| 2017 | 82,884 | 0.03% |
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $31,479 | $15.13 | +4.2% |
| 2025 | $30,204 | $14.52 | +3.2% |
| 2024 | $29,272 | $14.07 | +5.2% |
| 2023 | $27,813 | $13.37 | +3.5% |
| 2022 | $26,862 | $12.91 | +4.5% |
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 145 | 21% |
| 2 | Alaska | 739,795 | 120 | 16% |
| 3 | Kansas | 2,913,123 | 433 | 15% |
| 4 | Delaware | 961,939 | 141 | 15% |
| 5 | Washington | 7,405,743 | 982 | 13% |
| 6 | Colorado | 5,607,154 | 717 | 13% |
| 7 | Minnesota | 5,576,606 | 702 | 13% |
| 8 | Oregon | 4,142,776 | 540 | 13% |
| 9 | Connecticut | 3,588,184 | 475 | 13% |
| 10 | Utah | 3,101,833 | 399 | 13% |
| 11 | Indiana | 6,666,818 | 804 | 12% |
| 12 | Wisconsin | 5,795,483 | 697 | 12% |
| 13 | South Dakota | 869,666 | 108 | 12% |
| 14 | Vermont | 623,657 | 75 | 12% |
| 15 | Nebraska | 1,920,076 | 220 | 11% |
| 16 | Wyoming | 579,315 | 62 | 11% |
| 17 | Ohio | 11,658,609 | 1,123 | 10% |
| 18 | Michigan | 9,962,311 | 1,012 | 10% |
| 19 | Massachusetts | 6,859,819 | 717 | 10% |
| 20 | Kentucky | 4,454,189 | 439 | 10% |
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Los Angeles | 1 | 0% | $33,928 |
| 2 | Orlando | 1 | 0% | $27,819 |

Indiana University Bloomington
Catholic University of America

University of Baltimore

Indiana University Bloomington
Department of Business Law & Ethics
Eric Sader: The emphasis on high-level interpersonal skills is expected to continue. More than ever, graduates need to expect the unexpected in a turbulent and changing world. Those employees who best have exemplified leadership, active listening, patience, flexibility, and responsibility during recent months are assuredly ones management will look to for future promotions and advancement opportunities. Absolutely, technology is more important than ever, but what is it about personalities that we often see as "tech-savvy"? Sure, it helps to have grown up in the Internet age, but more broadly these personalities are often those who crave learning and new experiences, who are willing and eager to adapt to new modalities. And these traits are not limited to students of any age, with rewards far beyond the keyboard.
Catholic University of America
Legal Research And Advanced Professional Studies
Chad Smith: I would have to say the biggest trend is clearly working from home or more specifically telecommuting. As we are all well aware much of the country is now turned to working from home and this has led to a significant increase in the use of video conferencing via platforms such as Zoom and the greater use of Cloud Services (Google Drive, One Drive, etc.) to share/access documents. In turn, this is leveraging everyone's computer skills and it is more important than ever to be tech-savvy and even have the ability to troubleshoot your technology issues.
The second biggest trend is an emphasis on communication. As mentioned, we are more digital than ever so it is imperative paralegals have good verbal and written communication skills. These skills need to be multifaceted and adaptable to the need/situation (i.e., email, legal pleading, client letter, Zoom/virtual meetings, etc.)

Roger Hartley Ph.D.: There are two or more possibly offsetting trends in the government job market. On the one hand, a huge portion of the public service employment sector is retiring. This means big needs by governments at the federal, state and local level, but also unusual pressure, too. Some government leaders no longer have the opportunity to "groom" an employee for leadership. As boomers leave and turnover happens, the middle of the workforce has to move up fast. They need more education and skills that can be provided by universities or certificates and in-house training. Then those positions will become available to entry-level employees.
At the same time, the pandemic has hit the budgets of governments hard, and this means that while there is a huge need for new hires, because of turnover, there may be budget pressure that limits hiring. Therefore, public service efficiency and effectiveness could be jeopardized.
Last, consider that some technical fields have more attractive pay in industry or that some people leave after two years. Governments must not only face succession but also face the need to hold onto employees.
Roger Hartley Ph.D.: Experience. For me, our recent graduates need to find a way to get experience through internships, if they do not have work experience. Also, exposure to professional work culture and the ability to communicate effectively, in writing and speaking, is important.
Roger Hartley Ph.D.: The work shortage and the need for federal, local, and state government are high all over the nation. The concern now is if budget pressures delay the ability to hire.