Skip to main content
Marsh logo

Article

Addressing mental wellbeing in the legal profession

Mental wellbeing in the legal profession has become a cause of acute concern in recent years.
Person's name and title

By Elif Oflaz , 

Associate Consultant, Mercer Marsh Benefits

13/12/2024

Mental wellbeing in the legal profession has become a cause of acute concern in recent years. The statistics are stark. More than one in three lawyers say their work has a negative or extremely negative impact on their wellbeing; over half have experienced fatigue, disrupted sleep, and anxiety as a result of work-related mental health issues; and, most alarming of all, around one in 20 say they have experienced suicidal thoughts. And alongside these worrying health impacts come major financial costs. In the US, according to one estimate, the average law firm is losing almost $22 million a year from mental health-related performance issues — equivalent to nearly 10% of annual staffing costs.

Addressing this issue, is both a moral imperative and a strategic necessity. The legal profession’s reputation, productivity, and success hinges on the mental wellbeing of its practitioners.

So, what should legal firms be doing to support their staff?

Start the conversation around mental wellbeing

There remains a stigma around mental health in the legal profession. Two in five legal professionals say they would not discuss mental wellbeing concerns at work for fear it may have a negative impact on their career, while a third worry that speaking out would lead to them being treated differently. Employers must take steps to remove these fears by encouraging open communication about issues such as work-life balance, anxiety, and depression in the workplace. In particular, partners and senior managers should lead by example and model positive mental health behaviours. By openly sharing their own mental health challenges and strategies for coping with stress — such as practicing mindfulness or seeking professional help — they can help individuals feel comfortable discussing their mental health concerns at work, enabling firms to address these issues effectively.

Promote a healthy work-life balance

In addition to fostering an open dialogue about mental health, employers must promote a healthy attitude to work-life balance. This means easing the long-hours culture that permeates the legal sector, alleviating unrealistic time pressures, and giving employees more control over when and where they carry out their work. Firms should consider introducing or extending flexible work arrangements, such as remote working or flexible hours, to accommodate employees’ personal commitments. Additionally, they should encourage people at all levels of the organisation to take regular breaks, vacations, and time off to recharge, allowing them to return to work feeling refreshed and motivated. By helping staff to achieve a better balance between their lives inside and outside the workplace, employers can mitigate stress, avoid burnout, and enhance the overall performance of their staff.

Provide access to mental health resources

There is a growing gap between the mental health support and treatments that employees need and what they can access. For example, MMB’s Health Trends research 2025 found that just a third of insurers typically cover medications prescribed for mental health and less than half cover psychological and/or psychiatric counselling sessions. At the same time, the number of counselling sessions covered by typical plans appears to be falling — with more than a quarter now providing less than five one-hour sessions per year. Law firms should review the mental health coverage within their insurance plans. If there are any exclusions, limitations, or waiting periods, they should negotiate with their insurer to remove them. They might also explore other innovative solutions, such as teletherapy, mental health apps, and virtual advice provided via artificial intelligence-powered chat.

Source: MercerMarsh Benefits

It is important to ensure that every voice is heard, as there may be some employee groups who need more support than others. Employers can be inclusive and support employees by promoting mental health awareness, providing access to mental health resources, and creating a supportive culture that encourages open communication and flexible work arrangements.

Employers should also train line managers to recognise mental health challenges in their team members and direct them to relevant sources of support, whether this is through the firm’s employee assistance programme, mental health first aiders, or external resources — such as mental health charities or private therapists and counsellors.

A unique opportunity to deliver change

The legal profession faces a critical turning point. While renowned for its intellectual rigor, the industry has grappled with the mental wellbeing of its practitioners. This poses a significant risk, not only to the personal health of lawyers, but also to the long-term success of the legal profession itself.

However, this challenge presents a unique opportunity for delivering positive change right across the sector. By choosing to prioritise mental wellbeing, law firms can build a more sustainable and successful future that not only benefits individual wellbeing but also leads to a more productive and more successful legal industry.

Our author

Elif Oflaz

Elif Oflaz

Associate Consultant, Mercer Marsh Benefits

  • United Kingdom