Tipping the scales: Burnout in lawyers

A recent study by LawCare, a wellbeing charity for lawyers, indicates that legal professionals are at high risk of burnout. 69% of the study’s anonymous participants reported they had experienced mental ill-health over the previous 12 months (From October 2019). Anxiety, low mood and depression were experienced “often to all of the time”.

To measure levels of mental distress questions focused on intensity of work together with scales for burnout, autonomy and psychological safety. Women showed higher than average risk for burnout as did those with a disability or from an ethnic background. This was coupled with low scores for autonomy and psychological safety.

Why are workers in the legal profession more vulnerable to burnout?

Workload – the intensity of legal work and long hours all tip into the melting pot. Reports show those in the legal sector find it hard to switch off, with many believing they need to be available round the clock. Hybrid working has added to this intensity, blurring the boundaries between work and home life. Repeated exposure to long term stress and an adrenaline fuelled lifestyle is a dangerous path to burnout syndrome.

Personality – We can also see that this sector may attract those who lean towards a ‘perfectionist’ personality. There is a need to be in control all the time where mistakes or flaws are not tolerated. This tendency to place unrealistic demands on oneself makes us more prone to stress when life gets tough.

Sleep deprivation – The LawCare study showed an inverse relationship between hours of sleep and rates of burnout. A quarter of the sample averaged 5-6 hours, whilst 12% reported less than 5 hours per night. This reduce amount of sleep is far from the recommended 7-9 hours a night.

Substance misuse – The high-pressure, competitive environment lawyers find themselves in means some turn to alcohol and drugs as a way of coping. Some data indicates that students of law have better mental and physical health than average, but this changes and gets worse as they progress in their career.

Stigma – Entrenched beliefs about how lawyers are infallible and should just get on with the day job no matter what, stop those who are struggling asking for help. In the LawCare study just 38% of those who reported mental ill health had talked about their difficulties to someone at work. Legal professionals are worried that if they open up, they will be seen as weak, and this will inevitably affect their career.

How can employers tip the scales back in the direction of good mental health?

From our years in clinical practice and our more recent move into industry we have seen that even the smallest changes can make a huge difference to the mental wellbeing of people.

It starts with … CHANGING THE CULTURE OF YOUR ORGANISATION.

We’re talking about making your organisation feel psychologically safe for staff at all levels so that sharing vulnerability is NORMAL and VALUED. In this environment, those keen, rookie interns can be supported so they can sustain energy and drive, and not burnout early on in their career.

What is most effective?

LawCare found regular check-ins and appraisals to be most helpful. The impact these simplest forms of employee interactions can have must not be underestimated. They found this engagement time reduced anxiety levels and boosted confidence around personal development.

But to ensure a holistic approach to mental health and stop people falling through the cracks, we believe the following will further enhance wellbeing:

• Roll out a wellbeing strategy – Identifying the wellbeing needs of your organisation is key. This shows your staff you are serious about mental wellbeing. It provides a framework to tackle some of the most important issues of mental health within your business. We have developed the Working Mindset model that can support businesses through this process. Your staff can become more emotionally resilient and have a toolkit of strategies to call upon when life both at work and home become challenging.
• Training in mental health – This shouldn’t just be targeted at the individual but those who have responsibility for others. Line managers are often the first ones to spot signs of burnout and approached by staff to discuss struggles. Unfortunately, only 13% of line managers have received adequate training to know how best to support staff. (Mental Health and Employers: Refreshing the case for investment. Deloitte, 2020).
• Promote self-care – Legal staff are often desk bound and have a high, intense cognitive load most days. We know that neglecting our physical health leads to problems with mental health. Taking regular breaks, moving, getting out in nature and focusing on good nutrition should be widely encouraged. It may sound like very simple advice but all too often we neglect our basic needs when life gets busy. The more we step away from the desk the better our creativity, stamina and work performance will be.
• Access to support – Mental health is complex. We shouldn’t expect to handle all matters internally. Tap into local experts or advise a staff member to discuss issues further with their GP.

The law industry has some great support networks. Advertise these widely so employees know they can reach out when needed.

• The Law Society – pastoral care helpline – 020 7320 5795
• LawCare emotional support helpline – 0800 279 6888

Recently, we’ve lived through some emotionally difficult years which has taken its toll on many. Different professions have faced unique challenges, Law, being one of those. By doing our best to support all staff in the legal sector we can help people balance the scales of stress and self-care so that individuals and businesses can thrive.