Caring for your mental health when working from home in legal profession

Even under normal circumstances, the legal profession is often associated with higher levels of stress, depression, and other mental health problems than other sectors. So it can be especially important for those working in the legal sphere to take care of their mental wellbeing during these challenging times.

For most people, working from home has dramatically reduced the frequency and depth of their daily interactions with co-workers. According to multiple studies, our day-to-day levels of happiness and belonging are strongly influenced by the number of interactions we have with others, including co-workers.

Employees can also feel disconnected professionally. People who work from home often experience a lack of regular feedback and support from their supervisors. Though many companies will be putting measures in place to maintain contact between managers and employees, this reduction of face-to-face time can cause employees to become anxious about the quality of their work, or foster a lack of motivation.

When working from home, it can also be difficult to “switch off” at the end of the workday. The boundary between work and personal life can become blurred, which can lead to burnout and depression. This blurring was already a reality for many solicitors, tethered to their offices by their smartphones and remote logins. Now it could be even more challenging to prevent work from invading personal life without the physical separation of home and office.

It is not surprising that according to a 2017 United Nations report, the proportion of workers who reported high levels of stress was 41% among remote workers and just 25% among office workers. However, there are some easily implemented measures that solicitors and their firms can adopt tomitigate the adverse effects of working from home.

Combating isolation

• Many businesses have instituted team catch-ups using video conferencing technology to boost communication and morale. These social sessions can be structured around a quiz or topic of discussion, or can just be casual conversation between co-workers. To make the most of these benefits, meet-ups should occur regularly and should not involve work-related discussion (though participants should feel encouraged to talk about what they are working on and work-related stresses if they wish to).

• Supervisors should check-in more frequently with their direct reports and dedicate at least part of these check-ins to discussing how these employees are handling working from home. Employees should be open with their supervisors about any difficulties they are experiencing and ask for support if they need it.

• As well as formal meet-ups, colleagues should remember to check-in with each other on a one-to-one basis. If colleagues would usually have a morning catch up with their deskmates when they got to the office, they should be encouraged to use one of the many chat functions available to keep those conversations going and maintain a sense of normality while working in these unusual times.

• Another way to deal with the isolation of working from home is to increase social interactions with friends and family. The same studies that showed happiness and belonging being positively affected by the number of interactions with others also found that the interactions with those we are close to have a much stronger effect on happiness than those with casual acquaintances. The ready availability of video conferencing and chat technology can facilitate social time between family members who don’t live in the same household, with some even offering game and quiz functions that can inject a bit of fun to regular chats. There are also many hashtags and initiatives being shared on social media to encourage people to remain connected during the pandemic.

 

Creating an effective work-life balance

• Finding the right daily routine when working from home is central to maintaining a healthy work-life balance. Create a work schedule that includes start and end times to the workday, a lunch break, and a few shorter breaks. (And commit to taking your scheduled breaks even in the face of exigent work demands.)

• Implementing what psychologist Blake Ashforth calls “boundary-crossing activities” in your routine can be a helpful way to prevent work from encroaching on your personal life. To that end, your pre-work routine should, in some ways, resemble your normal routine, i.e., wake up at the same time every day, and shower, eat breakfast and get dressed before you start work (some even recommend wearing work attire when working from home). At the end of the day, shut down your work computer and change into more casual clothing.

• To whatever extent possible, create a space dedicated to work. Ideally, this shouldn’t be in a place where you typically relax (e.g., bedroom). Leave this space during breaks and at the end of the workday. Also, return to your workspace when doing any work outside of working hours. Having to go to a different room could deter you from doing work in your free time that can be put off to the next working day, such as answering non-urgent emails.

These tips can all help to alleviate some of the challenges we face when working from home, but don’t forget that these are difficult times for us all, and it is natural to feel that your mental health is being affected.

If you are dealing with any mental health issues or feel you need support to care for your mental wellbeing, make use of available resources. Your firm may have an Employee Assistance Programme, which may offer mental wellbeing advice and resources, or give you access to professionals who can help you. Lawcare, a charity providing mental health support for lawyers and their families, offers free and confidential support through a helpline and webchat, as well as helpful information on their website. The NHS also has a host of resources available related to caring for your mental health as well as specific guidance related to mental wellbeing and coronavirus.