Mental health in the workplace, a frequent topic of discussion. How can workplaces improve their practices to assist employees, to encourage a more well-rounded work-life balance? How to ensure our colleagues and peers utilise these practices to avoid mental health crises and burnout? It seems there has been a massive cultural shift in how we approach mental health and thankfully this has become normalised in workplaces across many industries.
Typically, the legal industry faces significant challenges that negatively impact mental health; with high-stress environments, long hours, heavy workloads and heightened pressure to meet deadlines. However, in recent years more UK law firms are taking the necessary steps to support their employees’ mental health, and responding to the growing awareness of the challenges surrounding wellbeing in the legal profession. That being said, a recent article from the Law Society Gazette highlighted that there is more work to be done, revealing that 69% of legal professionals experienced mental ill-health in the past year (LawCare survey 2021), often linked to the same issues mentioned above, as well as a lack of autonomy which can lead to a decline in morale. Burnout, particularly among younger lawyers, is a persistent issue, which can directly impact performance and has a knock-on effect across firms with risks of increased turnover.
While we have established that there is progress, there also appears to be a gap that is preventing workers in the legal industry from properly utilising the resources available to them. With the Gazette noting a ‘delayed reaction to stress’ that could affect how and when employees seek support, law firms must continue to refine their initiatives, ensuring that employees not only have access to this support but also fostering a culture where mental health programs are both accessible and encouraged. Empowering colleagues to use them without fear of stigma or career repercussions.
Underuse of Available Programs
Workplace mental health programs have become a valuable resource for combating burnout and promoting well-being, but they are often underutilised by employees. Despite employers offering various resources like Employee Assistance Programs (EAPs), counselling services, and wellness initiatives, many employees hesitate to take advantage of these offerings. Why might this be?
A report from the National Institute for Health and Care Excellence (NICE) found that despite the availability of mental health resources, stigma and fear of repercussions prevent employees from utilising them. Employees may worry about being perceived as weak, fear that their career prospects might be affected, or feel they don’t have the time to prioritise their mental health amidst heavy workloads.
The Importance of Education and Training
A key step to overcoming the underutilisation of mental health resources is educating employees about their availability and benefits. Many employees are either unaware of the resources available or unsure of how to access them. Providing clear, accessible information about the mental health programs offered—whether through workshops, newsletters, or internal communications—can bridge this knowledge gap.
Training line managers and HR teams on how to discuss mental health openly and without stigma is equally important. When managers model healthy behaviours, such as taking breaks or discussing mental wellbeing, it signals to employees that it’s acceptable to do the same. Workshops that emphasize the importance of mental health can help employees understand that taking care of their mental health is not only beneficial for them personally, but also for their productivity and job satisfaction and also their colleagues.
Encouraging a Positive Mental Health Culture
Law firms need to take proactive steps to ensure mental wellbeing is prioritised in the workplace. One crucial measure is for line managers and senior members of staff to engage openly in discussions around mental health. When leaders talk about their own challenges and their use of mental health resources, it normalises the experience for others. Creating an environment where mental health can be a normal topic of conversation naturally reduces the stigma which may still remain in some quarters. According to a Deloitte study, employers who cultivate openness about mental health see increased employee engagement and better outcomes.
Additionally, it can be beneficial to create ‘safe spaces’ where employees feel comfortable voicing concerns without fear of judgment. Implementing regular one-to-one check-ins can give employees an opportunity to raise concerns about their wellbeing in a confidential setting, and also to discuss practical ways in which to improve mental health. Anonymous feedback surveys can also help gauge employee satisfaction with mental health initiatives, allowing firms the opportunity to adjust their programs better to suit the needs of their employees.
Another effective strategy is offering flexible work policies. Flexibility—whether through remote work options, mental health days, or flexible hours—gives employees more control over their work-life balance. Studies show that flexible working conditions are linked to lower stress and increased job satisfaction, making employees more likely to take time to care for their mental health.
Building a Supportive Culture
A workplace culture that values the mental well-being of its staff, creates a team that is productive, creative and satisfied in their roles. Encouraging employees to prioritise self-care without fear of negative repercussions is essential. The aim should be to reinforce the mentality that you do not need to struggle alone – it is ok to ask for help and support. Firms must work to eliminate the misconception that utilising mental health resources will negatively impact the employee or their career. By fostering this supportive culture, employees will feel empowered to use mental health days, counselling, or other resources without fear of negative judgement.
