May is Mental Health Awareness Month - Tips for BigLaw
Many young lawyers, including (especially?) in BigLaw, are struggling with mental health issues. HR staff and partners are looking for guidance. Generational differences may be at play, too. GenZ and some millennials are more open about their mental health and work-life balance needs than older generations. Webinars raise awareness and provide tips and strategies, but they are not enough.
Whatever the cause, different surveys outside the legal profession (i.e., from APA; the World Happiness Report) further suggest younger adults here in the US are the least happy and report the highest rates of mental illnesses. The ALM mental health survey data for 2024 has not been released yet.
What are some of the causes of these mental health issues?:
We can’t discount the aftermath of COVID-19 pandemic - The pandemic was a collective trauma causing long-term stress, and many are still feeling the after-effects, including increased rates of depression and anxiety
Financial pressures - Student loans, housing, healthcare, childcare, healthy foods. Even with a BigLaw salary, Big City life can be quite expensive.
Loneliness - When young lawyers have very little downtime, limited interactions with others, as well as limited positive interactions, this can take an emotional toll.
Intense political divisiveness and social unrest
Climate change-related stressors
Chronic work, social, and financial pressures over time can lead to anxiety and depression, and these chronic stressors can certainly exacerbate existing mental health issues.
Other young lawyers simply want more flexibility and less time spent working.
What is a firm to do?
We already know BigLaw practice has its own pressures. With this in mind, here are some important things to consider::
Unaddressed mental health issues will be costly for law firms over time—in the form of increased health insurance premiums, absenteeism, disability leave, retention issues, professional liability risks, and office climate.
Does your firm offer robust mental health coverage which allows lawyers and staff to see a professional in the community and not be restricted to online therapy platforms which can vary in terms of quality?
It is important for partners to recognize their role and to do their part to promote help-seeking among associates.
It is one thing if HR is promoting programs related to wellness and reducing stigma, it is another if the partner you are working for says “Hey, take the weekend off and come back refreshed on Monday.” Or if the partner you are working for is receptive when you tell them you need a few days off.
If you as a partner discourage a few days off for recuperation in the short term, you may be dealing with a longer term leave of absence down the line, to address more serious mental health or addiction issues, not to mention the risk of associated costs.
Addressing mental health issues early, just like physical health, is key.…the earlier you intervene, the more likely a briefer, less intensive intervention will be effective.
Other things Big Law can do?
Again, change needs to come from partners.
Start by setting expectations at the outset. Make it clear to prospective associates, if they want to work for BigLaw, then they must be willing to commit to a different lifestyle than they would have at a smaller firm or in-house.
At the same time, BigLaw partners can ease some of the burden by also setting expectations with clients at the outset. For instance, do associates really need to be available 24/7?
Support lawyers and staff in taking breaks of all sizes so they do not reach a crisis point.
Allow for off-the-grid time.
Develop emotional intelligence as lawyers and leaders to better manage the challenges of BigLaw practice and promote a healthier work environment.
In order to be sustainable, the legal profession needs to take a magnifying glass to the status quo and weed out unnecessary burdens on associates which have taken root over time.