What can we learn from Gen Z to improve working culture in law?

Reading time: 10 minutes

Young professionals from generation Z (gen Z) are entering the legal sector, bringing fresh ideas and a new approach to work. With different career expectations, communication styles and values, they’re challenging the traditional way things have been done in law.

As we celebrate Mental Health Awareness Week, which is all about the power of community, it’s a perfect time to reflect on how gen Z's values can help build a healthier, more inclusive legal community where everyone can thrive.

Gen Z is often more focused on values, mental health and flexibility. They expect inclusive, purpose-driven workplaces that support work/life balance and use modern technology. When it comes to legal culture, gen Z is calling out how outdated and rigid many legal workplaces still are. They’re pushing for a shift away from long hours and presenteeism toward healthier, more sustainable ways of working.

Challenges facing gen Z in the legal workplace

Mental health

Many in gen Z had their education disrupted by covid-19, making it harder to start their careers. They’ve grown up in a world where talking about mental health is more accepted, and they expect workplaces to be open, supportive and inclusive. However, this often clashes with the legal sector’s competitive culture, where there’s still pressure to appear strong and in control. Despite growing awareness, stigma around mental health remains, and the legal sector still struggles to adequately protect and support it.

For example, Carla called the LawCare helpline after feeling concerned that her mental health diagnoses might limit her job opportunities. As a law graduate, Carla worried that the stigma around mental health could affect how potential employers viewed her, even though she had the skills and qualifications needed for the job. Her experience highlights a common fear among many in the legal sector – that mental health challenges might hinder career progress.

Gen Z also expects real progress on diversity, equity and inclusion (DE&I) in the workplace. They’re frustrated with slow change in the legal sector and want action, not just words. They’re looking for workplaces where everyone is treated fairly and properly supported, including people with mental health challenges. For gen Z, it’s important to bring their whole self to work and feel accepted. DE&I isn’t just a bonus – it’s something they look for when choosing where to work and whether to stay.

For the latest news and updates on the actions being taken to improve diversity and inclusion in the legal profession, check out LawCareers.Net’s Diversity hub, sponsored by Gowling WLG (UK) LLP.

Work/life balance and flexibility

For gen Z, work/life balance is a top priority, and many of them are pushing for hybrid working. While many traditional law firms still expect people to be in the office, gen Z values the option to work from home, believing it helps them to stay productive and protects their mental health.

They also want productivity and value to be measured by trust and results, not merely by how many hours they spend at a desk. Their focus is on delivering quality work and meeting deadlines, rather than just being physically present. This challenges the old belief that long hours automatically mean hard work.

Lack of workplace support

Flexible working is important, but it needs to come with clear guidance and support – especially when people are working from home. In a mix of office and remote working, it’s time to rethink how learning and connection happen. Traditional law firms often believe you need to be in the office to build relationships and learn by observing others. But younger professionals are showing that what really matters is trust, good communication and support.

For some younger people joining the legal sector, the reality of the job may not match their expectations. Many face heavy workloads and responsibilities without proper training or support. Without adequate supervision, being given tasks suited to more experienced staff can quickly lead to stress and frustration.

For example, John, a trainee solicitor, was overloaded with tasks meant for qualified solicitors. Without enough guidance or support, he began to feel unsupported and stressed. His workload was overwhelming, which started to impact both his performance and his mental health. Feeling unable to manage, John contacted LawCare's helpline for support on how to handle the pressure and find balance. The helpline suggested that John talk to a GP about how stress was affecting his health and recommended using resources on LawCare’s website. He was also referred to local junior lawyers’ groups, encouraged to focus on self care, and offered support from a LawCare peer supporter who’d experienced similar challenges as a trainee.

Communication culture

Younger people in the legal sector often prefer using digital tools like instant messaging or email, which allow for quick and efficient communication without unnecessary interruptions. However, many legal professionals are still expected to always be available by phone. For gen Z, phone calls can feel outdated, stressful or unnecessary, especially when they feel a message or email would do the job just as well.

Written communication also has the benefit of creating a clear record. This is something that’s come up in several recent LawCare helpline calls, where people noted that they feel more comfortable using emails or messages, which leave less room for confusion, while details from phone calls can be easily forgotten.

Parental pressure

For some young people, studying law is influenced more by family expectations than personal interest. Parents often view law as a prestigious and stable career choice. This pressure can lead to stress, dissatisfaction and ultimately burnout, especially where people don’t have a genuine interest in law. This can have a significant negative impact on mental health.

Jun reached out to LawCare for support after struggling with the pressure of studying law. He was being pressured by his parents to pursue a specific area of law that didn’t interest him. To meet his parents' expectations, he was studying the areas of law they wanted, alongside other areas that interested him more. This meant his studies took up all his time, leaving him with little social life or free time. Jun was starting to doubt his abilities and his mental health was negatively affected. However, he felt unable to share this with his parents, as they wouldn’t accept any perceived weakness on his part.

Stories like Jun’s become even harder when you factor in the high cost of studying law. When a lot of money has been spent on your education, it can feel almost impossible to admit that you’re unhappy or that law, or a particular area of law, might not be the right fit.

Career flexibility

Gen Z tends to think about work in a different way than older generations. They’re more open to changing roles and don’t feel the need to stay in one job – or even one career – for life. Rather than chasing job titles or traditional status, they place greater value on purpose, balance and personal fulfilment. They want roles that feel worthwhile and allow them to maintain a healthy life outside work. Becoming a partner or reaching a senior position is less appealing if it comes at the cost of burnout or working in a culture that doesn't reflect their priorities.

How can the legal sector do more?

Many of the concerns gen Z has are shared by older colleagues. Younger people are just more open about these issues, but they’re not new. Issues like work/life balance, mental health and career flexibility are problems that affect everyone. Gen Z is simply speaking up more.

This is an opportunity for the legal sector to make changes that will help everyone, no matter their age, by creating a healthier and more flexible work environment.

1. Mental health should be an important part of everyday work life, not something that’s only mentioned now and then. Employers need to take it seriously by talking about it openly, ending the stigma and providing real support. Workplaces should be safe places where people can be honest about how they’re feeling. Leaders have a big part to play – they should set an example by being open and showing that it’s okay to talk about mental health. When this happens, people can feel happier  at work, get more done and are more likely to stay.
    
2. DE&I isn’t just a ‘nice to have’ – it’s a core value that influences where people choose to work and whether they stay. Law firms that fail to reflect these values risk losing out on a generation that expects more from the profession and isn’t afraid to move role or leave the sector.
    
3. Employers need to support work/life balance by offering real flexibility in how and where people work. Hybrid working, such as working from home a few days a week, helps people to manage personal responsibilities and reduces stress. As the needs of gen Z and the workplace continue to change, law firms must move away from the traditional 9-to-5 model. Focusing on results, rather than time at a desk, shows trust in employees and leads to a more positive, productive culture. Flexibility should be a regular  part of working life, not just an added bonus.
    
4. For flexible working to succeed, law firms must give clear guidance, regular support and proper supervision – especially for junior staff. Remote work works well only when people feel connected and supported.
    
5. Firms need to find new ways to support learning in a hybrid work environment. Trust, open communication and regular check ins are just as important as learning in person. Managers don’t need to be in the same room, they just need to be available, give feedback and help their team grow.
    
6. Junior staff should have clear expectations, the right level of responsibility and proper training. Avoid giving them tasks meant for more experienced lawyers without support.
    
7. Law firms should see these changes in communication culture as a chance to improve, not as laziness or poor communication. This means setting clear expectations, using the right tools in a balanced way, and offering training to help everyone stay connected. Regular check ins, open feedback and support with client-facing skills can help teams to feel included and reduce misunderstandings between generations. A more modern and flexible communication culture benefits everyone.
    
8. The legal profession needs to rethink what success looks like and create more flexible career paths that don’t make people choose between doing well and staying well. Traditional ideas of success, such as partnership, may not suit gen Z. Instead of one-size-fits-all career paths, the sector should offer diverse and flexible career options that allow people to grow.  Developing a new approach to career development will help to retain talent and create a more sustainable future for the profession.
    
9. It’s also important for firms to be more open about career options. Creating a workplace where people feel safe to talk about their career choices – and offering support for different paths – can help younger people to feel more confident and in control of their future.

Some legal workplaces are already showing what good practice can look like, with senior leaders who listen, learn and adapt – rather than simply direct. One great example is reverse mentoring, where younger employees mentor more senior colleagues. This approach helps to improve understanding between generations and allows senior staff to gain fresh insights from younger employees. At LawCare, we’re about to launch a new toolkit to support reverse mentoring in the legal sector. The toolkit will provide simple tips and resources to help create mentoring programmes that bring different generations together, celebrating everyone’s strengths and helping to build a more inclusive and supportive workplace.

Conclusion

Gen Z is bringing important ideas to the legal sector – around mental health, hybrid working, communication and career flexibility – that reflect the needs of many across all generations. These aren’t just gen Z issues; they’re workplace issues that affect everyone. By listening and adapting, the legal sector has a real chance to build a healthier, more inclusive and sustainable future for all.

Read this Feature to discover more about work/life balance in the legal profession.

Elizabeth Rimmer is the CEO of LawCare.