When the Law Takes Its Toll: Burnout in the Legal Field (and what you can do about it)

Working in the legal profession (especially in family law, litigation, or a high-stakes practice) can feel deeply meaningful, but it also brings unique pressures. Long hours, emotionally charged cases, heavy caseloads, client expectations, and the constant drive for precision all add up. Over time, those pressures can erode enthusiasm, focus and wellbeing, and lead to burnout.

Legal professionals are known for their dedication and work ethic. We work long hours, handle emotionally charged cases, and face constant deadlines. But behind the commitment, there’s often a growing toll on our mental and physical well-being. 

The legal field has unique stressors: high stakes, tight deadlines, emotionally heavy cases, and often, a lack of emotional support. Add billable hours and client pressure to the mix, and it’s easy to see how burnout becomes the norm rather than the exception. 

Why burnout matters

Burnout isn’t just “feeling tired.” It’s chronic stress that hasn’t been successfully managed. It can cause emotional exhaustion, cynicism toward the work, reduced sense of personal accomplishment, and ultimately decreased effectiveness, satisfaction, and even health risks.

If you’re a paralegal, attorney, or support professional in family law (or any legal specialty), here’s why this matters to you:

• It affects your ability to serve clients well
• It affects your ability to maintain quality of work.
• It impacts your relationships (at work and at home) and your resilience in a demanding field.
• It has real cost: high turnover, lost productivity, increased absenteeism and, for individuals, diminished wellbeing.

Let’s look at what the research shows so that we can see the scale of the issue and then move into what we can do about it.

What the statistics say

• An ABA survey of lawyers found they reported experiencing burnout 52% of the time in late 2021, the highest level since the survey began. 
• A study by the California Lawyers Association stated that "Of the 3,400 law firm respondents, 67% reported they suffered from anxiety, 35% suffered from depression, 44% suffered from isolation, and 19% contemplated suicide. That same survey reported that 40% of lawyers responded that they had considered leaving the legal profession entirely in the last three years because of stress or burnout. 
• For legal professionals in Canada, the Law Society of Ontario conducted a study which reported that 55.9% indicated burnout, and 24.1% had had suicidal thoughts since starting practice. 

These numbers show us just how serious the issue has become. It’s systemic. And if legal professionals don’t address it proactively, the consequences (for careers, for firms, for wellbeing) are significant.

Signs you (or someone you work with or supervise) might be on the path to burnout

Burnout can sneak up on you. Maybe you’re more irritable than usual, struggling to concentrate, or feeling physically drained no matter how much you sleep. Maybe you’ve started dreading work you used to enjoy. Those are all warning signs that you need to take a step back. 

Being aware of the signs helps you intervene early. Some common red flags:

• You no longer feel excited (or even interested) about your work; you dread the day ahead. 
• Persistent fatigue, trouble sleeping, recurring headaches, or physical tension.
• Emotional detachment from clients, or feeling cynical, irritable, frustrated more often than not.
• Difficulty concentrating, diminished productivity, missing deadlines, or avoiding tasks.
• The work–life boundary is blurred: you’re “always on,” checking email, thinking “just one more thing.”
• You’re using unhealthy coping mechanisms (excessive alcohol, working through vacations, avoiding downtime).
• You feel stuck: “I can’t imagine doing this ten years from now,” or you’ve seriously considered leaving the profession.

Practical, effective tips to avoid or recover from burnout

The first step to reversing burnout is setting boundaries and prioritizing self-care. That means saying no when your plate is full, taking real breaks, disconnecting from work when the day is done. Remember: boundaries protect your energy, not your ego. 

Here are proactive strategies you and your team can build into your practice:

1. Honor the boundaries

• Set clear work hours and protect downtime. You might still do urgent tasks but know what your “normal” schedule is and stick to it.
• Communicate expectations with clients and teams early (for example: “I will respond by end-of next business day”). Personally, I have found this is critical in Family Law and high-stakes cases. 
• Use technology mindfully. Schedule email “off-hours” so you’re not always in reactive mode. I use time blocking – I block off 5-10 minute time increments to review and respond to emails (first thing in the morning, before lunch, after lunch, right before I finish my workday). 

2. Build control & variety

• Where possible, choose tasks that provide a mix of challenge and satisfaction. Rotate boring administrative tasks with more substantive, client-facing work.
• Use checklists, templates and processes (especially helpful for support professionals or paralegals) to reduce decision fatigue and streamline repetitive tasks.
• Delegate or outsource what you can (document prep, initial reviews, routine admin) so your time is spent on meaningful work.

3. Regular check-ins and support

• Build into your schedule brief weekly “well-being check” with yourself or your team. How am I doing? What’s draining me? What energizes me?
• Encourage open conversation about stress and burnout culture in your team. When leaders model vulnerability (“Yes, I have off days too”), it helps destigmatize the issue.
• If you supervise, make it safe for team members to raise concerns. Don’t wait until someone is visibly burned out.

4. Know your triggers and plan around them

• Identify what tends to push you toward overload (e.g., unplanned client emergencies, late nights, emotionally heavy files, taking over someone else’s missed deadlines… you know what I mean).
• For each trigger build a plan: e.g., when I see three late nights in a week, I commit to one full evening off the following week.
• Use short micro-breaks: a 5 to 10-minute walk, a non-work chat, a window-view moment. These reset your brain and reduce the “always-on” mode.

5. Cultivate meaning outside work

• Remember why you entered the law or why you do the support work you do. Reconnecting with purpose (helping people, supporting families) can buffer burnout.
• Invest time in non-work passions: exercise, hobbies, family, friends, community service. These aren’t extras. They’re part of what grounds you. Prioritize sleep and nutrition.
• Consider professional reflection or coaching (and you may choose to lead this for others). A session every quarter to reflect on your satisfaction and goals can keep you aligned.

6. Use firm/office-level strategies

• If you’re a firm leader, build structural supports: manageable caseloads, flexible scheduling, reasonable billable hour expectations, clear wellness policies. (NALP Research shows burnout is less about individual willpower and more about systems.) 
• Encourage “off the grid” time: e.g., no emails after hours, internal resources for mental health, peer-to-peer support or mentorship.
• Track metrics: turnover rates, time-off usage, wellness program participation. These tell you if burnout risks are climbing in your team.

A personal reflection

Reach out for support. Communicate with your team, delegate when possible, and invest in training or mentorship. Sometimes burnout stems from a lack of structure or confidence, both of which can be improved through skill-building and continuing education. At LST, we combine legal training with wellness and stress management programs to help professionals not just survive, but to thrive in their careers.  

As someone working in the family law sphere and supporting legal professionals as part of my signature program, I bring a dual lens: the legal-process lens and the human-experience lens. Use that to your advantage. Frame burnout not just as a “nice to fix” thought but as a business and personal performance imperative.

If you’re guiding legal support professionals (paralegals, assistants, legal staff), remind them: the quality of their service, their reliability, their ability to maintain systems and client relationships, all of these depend on wellbeing. One exhausted professional yields cascading effects.

Final thoughts

Burnout doesn’t just affect individuals. It impacts entire firms. It leads to turnover, decreased productivity, errors, and low morale. Ultimately, it costs firms financially. 

For leaders and firm managers, burnout means fostering a healthy work environment. Encourage open communication, acknowledge effort, and create realistic workloads. A culture that values people over production creates longevity and loyalty. 

Burnout in the legal field is less about “you’re weak” and more about “the system demands more than we replenish.” By recognizing the scope of the issue, and embedding personal and institutional strategies, you can help yourself and your teams move toward sustainable, fulfilling legal practices.

Burnout doesn’t have to be your story. You can have a successful legal career without sacrificing your well-being. It starts with awareness, boundaries, and support. 

Ready to take action? Join our email list for weekly resources on legal education, wellness, productivity, and professional growth. 

By Mary Lou Floyd, CCLS, Sr. Paralegal

Founder & Instructor

LST – Legal Staff Training