Why mental health matters for law firms

The answer may seem obvious, but why does mental health matter in law?

While the legal world is much better at recognizing and supporting people’s mental wellbeing than it used to be, the majority of research still points to an industry with a long way to go. 

The truth is, many legal professionals are at high risk of burnout — mostly due to ingrained working and cultural practices. LawCare’s Life in the Law research study found that 69% of legal professionals had experienced mental ill health in the past 12 months. 

Perhaps more startling is the report’s finding that just under half of these people hadn’t raised their issues, fearing perceived stigma and negative consequences for their careers and reputations. 

Conversations around mental health must move from the margins to the center of legal practice. In this blog, we’ll explore the benefits of good mental health and wellbeing, why the legal workplace and mindset make mental health a more significant challenge to tackle, and what firms can do to turn the tide on mental health. 

There are no downsides to better mental health

In our personal lives, having good mental health has a positive impact on everything we do and the people around us, making us more likely to lead happy and fulfilling lives.

In the legal profession, however, mental health takes on particular importance. For example, legal work requires unwavering clarity of mind and focus, including the ability to deal with and recover from regular setbacks quickly and effectively. 

As a legal professional, having positive mental health means you’re much more likely to be productive, efficient, and effective. And it can also make you better equipped to cope with high regulatory and ethical standards.

So, given the clear benefits, why is mental health still such a significant issue in law? 

Legal work is hard — which can put mental health on the back burner

Meeting deadlines, multitasking, dealing with complex work over long hours, the weight of responsibility, and managing expectations all make law a challenging profession.

It’s also an industry where there’s often a lack of support and supervision, a lot of hierarchical politics, and even bullying and harassment, which can lead to isolation.  

And then there’s the matter of the “legal mindset”. This is where the most common traits that make legal professionals highly effective at their jobs can actually exacerbate poor mental health. These include: 

• High expectations
• Competitiveness
• Rumination
• Overthinking
• Perfectionism
• Self-sufficiency
• Pessimism
• Difficulty saying no
• Imposter syndrome
• Inner criticism 

Yet, there’s a clear business case for prioritizing mental health. Professionals with good mental health are proven to be more productive, have high morale, value themselves, are less combative, and have lower rates of absence. 

In fact, mental health is one of the leading causes of staff absence in the law profession. So, it’s no surprise that Deloitte believes firms can recoup five times more than they invest in mental health and wellbeing. 

A problem shared is a problem halved 

Tackling mental health issues and promoting good practices starts by acknowledging that it’s not just the individual’s responsibility — employers also have a duty of care to ensure their workplaces are safe, fair, and supportive. 

A good place to start is by identifying the markers of an unhealthy culture which can prevent you from fostering a psychologically safe environment. Look for: 

• Tensions and disputes between teams
• High staff turnover
• An increase in complaints and grievances
• Rising cases of absence 

Once you’ve identified any issues, it’s then time to create your mentally healthy workplace. 

The mentally healthy workplace: Five steps to success 

1. Embed wellbeing in your culture and get leaders on board 

Far from a box-ticking exercise, mentally healthy workplaces need wellbeing embedded across everything they do. 

It’s also true to say that workers take their cues from their seniors. This means it’s important to train senior managers in leadership and mental health, ensuring they know what to look for and how to best support their people. 

2. Encourage knowledge sharing and speaking out

One of the best ways to reduce feelings of stigma and stereotypes is to normalize people speaking up and sharing their experiences with others. This approach will also help support a culture of courtesy and respect. 

Having clear and effective systems in place to report bullying and harassment means that your people can be safe in the knowledge they have somewhere to turn should the worst happen. 

3. Nurture a healthy work-life balance

Too many law professionals feel the need to be constantly “on” to show commitment to their firm and career progression. That’s why promoting a reasonable work-life balance needs to be driven from the top. 

One way to really support this is by introducing flexible working arrangements that give people the freedom to work in ways that suit their lifestyles and personal responsibilities. 

4. Encourage mentoring and feedback

Peer support and mentoring can have transformative effects on people’s mental health. Even some of the most simple initiatives can have the biggest impacts. Indeed, Life in the Law’s research found that professionals felt regular catch ups were the most helpful to them. 

5. Establish good line management and supervision

Ultimately, everyone needs someone to have their back, particularly those who aren’t comfortable reaching out in times of need. That’s where good supervision and effective line management come in to help manage and prevent stress. 

And to take employee support to the next level, consider introducing professional supervision and even counseling   to offer third-party support that helps to bring down barriers. 

Lead the charge on mental health — one step at a time

Legal professionals are expected to lead with clarity, resilience, and sound judgement — and that starts with mental wellbeing. By recognizing and addressing the unique challenges of legal work, firms can create a healthier workplace culture that benefits individuals, teams, and the business as a whole. Progress begins with open dialogue and actionable support.