The Deteriorating State of Mental Wellness Among Legal Professionals

A study conducted last year found that 66% of respondents had experienced mental health problems as a result of their careers while 46% expressed a desire to leave the industry due to stress.

The legal industry is facing a significant recruitment and retention challenge and the deteriorating state of mental wellness is a major factor in this challenge. Modern lawyers are required to seamlessly balance their careers and domestic commitments, satisfy challenging billable hours targets, remain up to date with ever-evolving legislative changes and represent their clients knowledgeably and persuasively.

Spinning this many plates may cause even the most seasoned professional to experience moments of mental crisis and it is time to take a stand against this unsustainable culture and workload. Lawyers are people first and foremost, and it is vital that law firms put in place appropriate provisions to safeguard the health of their employees, removing the overwhelm that they are experiencing. This requires immediate, practical measures to ease their stress.

Wellbeing initiatives

The conversation regarding mental wellness in legal professionals is not new and many firms have implemented policies and initiatives aimed at improving the mental health of their staff.

These include the use of funded subscriptions for apps and online counselling, while other firms encourage their lawyers to allocate some billable hours to performing wellness activities. However, there is a dearth of evidence that these measures are making a noticeable difference, with many accusing law firms of merely paying lip service to mental well-being.

What needs to be done

In order to instigate meaningful change, law firms must create a culture in which their lawyers can express mental health concerns and highlight them to a nominated point of contact, seeking help when it is needed and receiving a tailored solution that prioritises their well-being.

It is essential that lawyers are not inadvertently discouraged from seeking help by having to follow complex processes or escalate their issues up the leadership chain. By requiring navigation of multiple touch points, stressed individuals may decide that being signed off ill or resigning is easier than following the defined process for seeking help, leaving the firm in a worse position than if it simply establishes clear protocols for escalating mental health concerns.

Law firms must establish an effective support network, which may involve consulting with professional mental health services where necessary. They should hold regular catch-ups with all personnel to ensure that their needs are being met, encourage them to pursue hobbies and interests outside of work and take all necessary measures to help them function effectively and positively.

Suitable measures include offering remote working, reduced billable hours targets, removing particular clients from their portfolio or allowing them to delegate more effectively. It is essential that reasonable adjustments are made to improve retention and to support staff who are struggling with their work-life balance.

Not only does having a defined mental health wellness policy and established protocols and adjustments support existing personnel to overcome the challenges that they face and remain a productive member of the workforce, but it can actively attract new recruits, particularly those with chronic conditions who may otherwise feel unable to apply for such positions.

In short, law firms that wish to demonstrate their commitment to their workforce will need to foster a culture of acceptance and awareness, implement clear policies for raising and resolving mental health concerns and actively promote the reasonable adjustments that are available to any employees that need help.

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