By Sam Bray
Following our recent webinar on wellbeing, we have felt very humbled by how many people have reached out to us to say how useful the session was and how grateful they are for this important topic to be openly discussed. We are so pleased that so many found it useful.
Our attention has also been drawn to other services that are available for those in the legal profession. One of which is WorkWise Wellness. So we caught up with Leigh McKay, a Wellbeing Consultant and Mental Health First Aid Instructor, to find out a little more…..
Leigh, you have supported so many law firms over so many years. Why do you do what you do?
In the demanding and high-pressure world of legal practice, wellbeing is emerging as a critical element for sustaining performance, managing risk, and retaining talent. It can no longer be treated as an optional add-on.
With heavy workloads, tight deadlines, and emotionally charged cases often seen as routine, the legal profession faces unique challenges that can place significant strain on mental, physical and emotional health.
For too long, these pressures have been seen as an accepted part of the job, but the cost of neglecting health is too great to ignore.
How can we understand the impact of workplace wellbeing?
Research increasingly points to the direct connection between employee wellbeing and organisational outcomes such as productivity, engagement, and turnover.
In law firms – where long hours and high stakes can be the norm – neglecting wellbeing can result in burnout, reduced performance, and high attrition, particularly among early-career lawyers.
Yet despite these pressures, many legal workplaces still treat wellbeing initiatives as reactive or secondary to core business operations. To address this effectively, law firms need to adopt a strategic, systemic approach.
What does strategic wellbeing in legal practice look like?
A successful wellbeing strategy goes beyond wellness apps or ad hoc workshops. It involves embedding wellbeing into the firm’s broader culture, policies, and leadership frameworks.
Leaders set the tone, not only through policies but through their behaviours and attitudes. When senior professionals demonstrate a commitment to healthy work habits, psychological safety and open communication, it creates an environment where others feel empowered to prioritise their own wellbeing without fear of judgment or repercussion
This includes:
- Workload management – this is a key pillar that considers sustainable expectations and reasonable boundaries.
- Leadership training – to help senior staff identify early signs of burnout or stress among team members.
- Psychological safety – where lawyers feel safe to speak openly about challenges without fear of stigma or career impact.
- Flexible work arrangements – that reflect the evolving expectations of the legal workforce.
Evidence suggests that when legal professionals feel supported in these areas, they are more likely to be engaged, collaborative, and committed to their firm’s long-term goals.
What specific solutions are available?
Given the particular demands of legal work, strategies must be tailored to the legal sector. Effective approaches typically draw from evidence-based practices in occupational psychology, behavioural science, and leadership development. They also need to align with the firm’s operational realities, client expectations, and professional standards.
For example, promoting wellbeing among junior lawyers may involve structured mentoring and clear progression pathways, while for senior leaders, the focus might be on managing vicarious trauma or building resilience in high-stakes roles.
Think of your firm like tending to a garden. Individual wellbeing initiatives such as yoga classes and mindfulness apps are like handing employees watering cans. They can tend to their own little corner, care for themselves, and try to flourish.
But if the institutional wellbeing(the soil, sunlight and overall garden design) is poor, their efforts won’t thrive. Overworked schedules, unsupportive leadership, and rigid policies are like rocky soil or constant shade. So no matter how much individuals water their plants, growth is limited.
Looking ahead – what do you think the future holds?
The conversation around mental health and wellbeing in the legal profession has evolved significantly over the past decade, but challenges remain. The next step is moving from awareness to sustained action – integrating wellbeing into business strategy and daily operations.
When people feel supported, they perform better, collaborate more effectively and are more likely to stay. In a sector where talent is a firm’s greatest asset, retaining and engaging top professionals is a direct outcome of investing in their wellbeing.
Law firms that take this seriously are not only supporting their people; they are also strengthening their own resilience in a competitive and evolving market.
Leigh and her team at WorkWise Wellness offer grounded, practical, everyday strategies to help those in the legal profession manage the unique challenges of the profession. Get in touch if you would like to find out more.
