You never imagine that a 160 year old law firm would file for bankruptcy.
That’s why the Daily Memphian’s recent story about the Apperson Crump law firm’s Chapter 11 bankruptcy was such a surprise. This wasn’t some start-up law firm that couldn’t navigate choppy waters; it was founded in 1865 and billed itself as “the oldest continuously operating law firm in Memphis.” The news story was as much about the storied history of the firm as it was about the bankruptcy filing.
On paper, running a law practice seems, frankly, pretty simple. You bill hours, collect fees, and spend less than you collect.
By year 160, what could have tripped them up?
In reality, it’s not that simple. Per the bankruptcy filings, reports the Daily Memphian, the firm suffered a drop in annual gross revenue from $4.45 million in 2024 to $2.01 million in 2025. The firm listed roughly $1.39 million in assets (generally accounts receivable) against $2.7 million in debt. The article suggests that the end was hastened when 7-8 lawyers and 24 staff members left to open a competing firm in 2025, and the remaining 16 lawyers quickly shrunk to 6, in a 15,000 square foot office. The Daily Memphian notes that an eviction lawsuit had been filed.
By the end, the article notes, the firm owed $857,700 to its largest creditors, including its information technology service Adan Technologies, FedEx, Thomas Reuters, and its landlord Boyle Investment Co.
My firm is 6 years old. I look at this and ask “What happened?”
Right out of school, I was hired by a small firm (2, then 3 lawyers), and it was run like a very small business, where every penny was pinched. Paychecks were hand-written by the boss himself. Printer cartridges were not replaced until they had been shaken dozens of times, in order to buy a few more days (or weeks) of printing. Westlaw? Nope; I’d walk and use the courthouse library (which, honestly, was great).
After 7 years there, I was excited to move up to a 40 lawyer firm, to see how “big law” did things.
I got a quick education in law firm management: At the end of my first quarter, I’d billed enough hours to trigger a performance bonus. I didn’t receive it. Instead, I got an email that pointed out the fine print in my offer letter, that the bonus was “conditioned on the firm having sufficient revenue.” My mind was blown. It never occurred to me that they wouldn’t have the money.
Maybe bigger isn’t always better. That firm was run like a big firm, even when the revenue didn’t support it.
Whenever the the younger lawyers asked why the firm did certain things a certain way, the leadership response was pretty specific: “Nashville has lots of law firms. If you don’t like how we do it, you can go work at one of the other ones.” Soon, we quit asking questions.
Ask me how many really good lawyers grew a thriving practice at that firm and then left.
Looking at the list of creditors in the Apperson Crump story, I’m a bit surprised by how boring it all is. No gambling , embezzlement, or extraordinary debts. Just the types of debts you’d expect to see in a law firm bankruptcy filing.
I wonder if the “old fashioned” way of running a law firm was part of the trouble. The big office space. The expensive Westlaw subscription. The heavy IT and computer expenses. Lots of partners. Add in a 2 to 1 staff to lawyer ratio, and it’s easy for expenses get ahead of income.
The mass defection of lawyers also can’t be ignored.
Maybe there’s no single lesson to be learned here.
Modern law firms are in uncharted waters. COVID-era advances in working, technology, and the reduction in hard costs have drastically decreased the complexity and cost of operating a law firm. The post-COVID generation’s shift in mindset matters too; lawyers–even successful, partner level lawyers–are more likely to jump ship than ever before. Legal AI is here to stay and can’t be ignored or vilified any longer. The jobs lawyers have today may look totally different in 10 years. Lawyers have to be open to innovation and change more than they ever have been.
Law is a stubborn industry, grounded in tradition and “the way we’ve always done things,” but law firms have to abandon that approach to stay relevant over the next decade. This is no longer about preserving the status quo and partner origination percentages; it’s about staying in business.
Over the past 15 years, there has been lots of talk in the industry about “succession planning,” i.e. the transition of the law firm management from the old guard to the next generation of leaders. In my experience, law firm management doesn’t transition from the old guard. Instead, the old guard just holds on (way too long) and then sells the law firm to a bigger law firm that has either figured it out or can impose an economy of scale (and higher rates) to paper over the gaps.
I don’t know if that’s what happened in Memphis, but that’s part of what I’m taking away from it all.
For me, I’m not looking to sell any time soon. I’ll be here, pinching pennies and shaking laser cartridges, hoping to buy a few more years of practicing law in Bankruptcy Court (and not appearing as a debtor there).




