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If you are a fresher or an early-career lawyer considering Agama Law Associates, please do your homework before accepting an offer. The following is a compilation of concerns and experiences that have been reported by people associated with the firm. These points are shared so that prospective applicants can make an informed decision.
- Corporate and litigation are completely separate teams: the corporate practice operates from Powai, while litigation operates from Nariman.
- Compensation is a major concern: freshers are reportedly hired at the Associate Trainee level at approximately ₹25,000–₹30,000 per month. The 12-month traineeship reportedly comes without any bonus eligibility.
- Retention after traineeship appears uncertain: after one year, trainees may either be asked to leave or, if retained, move to approximately â‚ą45,000 per month. There is reportedly no guaranteed fixed bonus.
- Bonus is minimal: the Diwali bonus is reportedly around ₹15,000–₹30,000—meaning that even after a full year, it may not amount to one month’s salary.
- Limited conversion of trainees: there are concerns that the firm relies heavily on external recruitment and cross-hiring rather than converting its own trainees into long-term associates.
- Internships are reportedly unpaid.
- Work-life balance is poor: there are reportedly only 22 leaves a year, with Saturdays being working days. Taking leave—particularly around long weekends or travel—can reportedly invite direct questioning from partners.
- Micromanagement is a serious concern: work is closely monitored, and trainees are reportedly required to attend early-morning matter-update sessions on multiple days each week, sometimes around 9:00 a.m., which can interfere with existing deliverables.
- Salary progression is slow: if the reported â‚ą45,000 salary continues through the second year and the subsequent hike is capped around 20%, an associate could reportedly be at only approximately â‚ą54,000 per month by the third year of PQE, before deductions such as TDS.
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- Time entries are reportedly altered: there are concerns that billable hours entered by associates may be reduced by senior management, potentially presenting to clients that work was completed in less time and at a lower cost than actually recorded.
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- Capital markets exposure is limited: if your objective is to build a serious capital-markets practice, note that the firm’s work is reportedly concentrated largely around SME IPOs. Do not assume that joining will automatically provide broad exposure to mainboard IPOs or sophisticated capital-markets transactions.
- Mandatory events can come at a cost: employees have reportedly faced salary deductions for not attending firm events, including events scheduled on Sundays.
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- Promotion reviews can be particularly discouraging: employees have reported that promotion discussions can become highly technical, with minor mistakes being disproportionately highlighted and overall competence questioned. The perception among some employees is that these reviews are used to justify delaying promotions or limiting compensation increases.
- Leave culture is reportedly inconsistent: there are allegations that senior personnel take multiple international holidays while associates continue working, and that leave requests may be difficult to obtain. Employees have also reported being placed on demanding matters immediately before planned vacations, resulting in work spilling into their leave.
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- Even basic workplace amenities may disappoint: employees have reportedly been expected to use milk powder rather than fresh milk for tea/coffee.
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- Offsites are reportedly far from relaxing: employees have described long sessions involving personal disclosures, mandatory early-morning activities such as 6 a.m. yoga, and limited recreational activities. There are also allegations that employees are expected to bear various expenses themselves.
- Particularly concerning are allegations surrounding offsite “face-reading” sessions: it has been alleged that face readers have been brought to offsites and that partners have personally discussed individual employees and their perceived potential with them. Prospective employees should consider whether such practices are consistent with their expectations of workplace privacy and professionalism.
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