Rethinking Burnout and Wellbeing in the Legal Profession
A couple of weeks ago, we hosted a brilliant roundtable bringing together HR and legal leaders to explore one pressing question: How do we move beyond surface-level well-being to create real, cultural change in law firms?
Key topics we covered:
Crisis vs Prevention: Most firms are still reacting to burnout, not preventing it. Real progress requires senior buy-in and alignment with firm strategy – including how people are rewarded.
Generational Divide: There’s growing openness among junior lawyers, but well-being is still taboo among older generations. Breaking this cycle means rethinking what success looks like.
Engagement Gaps: Many well-being initiatives don’t reach those who need them most. Targeted, data-driven approaches are essential.
Hybrid Work: Flexibility has helped with logistics, but the “always-on” culture remains. Without clear boundaries and visible leadership behaviours, burnout risks persist.
Rewarding Overwork: Bonuses based on billable hours still dominate. It’s time to value people management, mentoring, and sustainable contribution.
Protecting HR Teams: HR leaders are often supporting others while facing high levels of stress themselves. Vulnerability, authentic leadership, and systemic accountability are key.
The discussion was rich, honest, and underscored how culture, structure, and leadership are central to any meaningful change. There’s clear appetite for reform – but also a need for bold, evidence-based solutions.
Huge thanks to everyone who joined and contributed so thoughtfully. If you’d like a copy of the insights or to join future sessions, please drop me a message.
Let’s keep this conversation going. Change won’t happen overnight, but it starts with dialogue – and action.
Article by Alex Wade – Senior Sales Manager – Financial Services