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At work, a firm’s culture should be focused on fun. Life is complicated enough! By focusing on mental health, firms can open up honest two-way communication. For example, in my past roles I have often enlisted the support of a psychiatrist to come into the office regularly and just talk to my team. If we’re all open about our mental health then when someone needs help, they will ask for it without hesitation.
In 2019, the Bar Standards Board and the Solicitors Regulation Authority started to raise awareness of the mental wellbeing of professionals.
Research by independent charity LawCare and the Open University shows that between 2016 and 2017, there was an 11% increase in calls for help. This increased again by 5% a year later.
Some practitioners still say that there is a culture of ‘just get on with it’ from firms when they are dealing with, for example, work that is stressful or emotionally demanding.
A study by LawCare found that the global pandemic exacerbated the mental and physical health of employees in the sector, with anxiety and stress the most common reasons for employees to reach out.
Research by Protectivity also shows a high level of mental health problems in the legal sector, with data showing that people in this sector are the second most stressed after employees working in HR.
When it comes to widespread poor mental health, the business can expect a decrease in productivity and billing, far more employees leaving and a dip in long-term profits.
The potential of people is destroyed when they are left to somehow deal with the catastrophic effects of ill mental health.
Legal work in this sector is stressful and is getting worse. Chronic stress is therefore rife. Chronic stress leads to serious physical health conditions, including cancer and heart disease.
9 IN 10 – Employees report that their workplace stress affects their mental health
3 IN 5 – Employees are not receiving adequate support from supervisor to help manage stress
Employees feel emotionally drained from their work, an early sign of burnout
of employees spend time looking for a new position.
of employees in 2018.
Of employees find it difficult to concentrate because of their enviornment.
of employees in 2018
of employees strongly agreed that their employer provide a safe environment for employees who live with mental illness
of employees are not paid enough to save for an emergency
To learn more about the current national state of workplace mental health, download the full Mind the workplace 2021 report at
Mhanational.org/2021mindtheworkplace.
Employees cannot afford their healthcare costs.
‘Leesman measures and analyse employee workplace experience for individual organizations, giving them the data and insights necessary to create outstanding work environments.’
We monitors staff mental health.
15 questions prepared by practicing psychiatrists
Monday morning survey
Colour coded individuals & teams
CEO’s and leaders can then take action to avoid harm and to control productivity.
The working environment can avoid toxicity and general lack of motivation.
External plans whilst potentially successful must be backed by the team internally for long term success.
We work with management in putting together a bespoke curated plan. No one person is identical. In that light, businesses should all be looked into individually.
We first carry out a survey of the staff using curated questions. With this we are able to establish a snapshot of staff mental health. We then colour code the state of play:
A red member of the team would be in a high risk category, in terms of mental health problems, but also dissatisfaction with the work place. They are also either at high risk of burn out, imminent risk of resignation, or both. Their productivity, even if high, would place them at high risk as this is where mistakes can also happen.
A yellow member of the team is stable, needing no immediate help, though they will likely take a turn for the worse if left untreated.
A green member of the team is by all standards happy with their workplace, and no further steps need to be taken.
The colour coding above can be complex. For example, you may have a red member of staff in a team filled with employees in the green category. That is why we work closely with the management team to identify the source of the issue and address it early on.
Once we have a good understanding of the team, we put together a plan of action that will involve anything from counselling, training, or even entertainment to boost moral. Our solutions are pragmatic and done in conjunction with the management team.
We work with management in putting together a bespoke curated plan. No one person is identical. In that light, businesses should all be looked into individually.
We first carry out a survey of the staff using curated questions. With this we are able to establish a snapshot of staff mental health. We then colour code the state of play:
A red member of the team would be in a high risk category, in terms of mental health problems, but also dissatisfaction with the work place. They are also either at high risk of burn out, imminent risk of resignation, or both. Their productivity, even if high, would place them at high risk as this is where mistakes can also happen.
A yellow member of the team is stable, needing no immediate help, though they will likely take a turn for the worse if left untreated.
A green member of the team is by all standards happy with their workplace, and no further steps need to be taken.
The colour coding above can be complex. For example, you may have a red member of staff in a team filled with employees in the green category. That is why we work closely with the management team to identify the source of the issue and address it early on.
Once we have a good understanding of the team, we put together a plan of action that will involve anything from counselling, training, or even entertainment to boost moral. Our solutions are pragmatic and done in conjunction with the management team.
Focused on one of the most crippling yet least acknowledged verticals within medicine and corporate well being, mental health.
Uniquely, we are not selling therapy, but rather access to live monitoring of mental health through your organisation. We then work with therapists to provide bespoke solutions to you.
We are paving the way for professional services firms to incorporate mental health in their health & safety plans – the need for which has never been greater
ICD Brookfield Place Trade Center DIFC Dubai
+971 52 953 9054
enquiries@soulhtech.com
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