As Mental Health Awareness Week approaches this May, the legal sector has an opportunity to pause and reflect. Not only on the emotional toll of client work, court deadlines, and high workloads, but also on the pressures created by unclear systems, inconsistent expectations, and the weight of compliance responsibilities.

According to LawCare’s most recent Impact Report, 2024 was its busiest year to date, with over 1,000 legal professionals reaching out for mental health support – up 13% from the year before. Stress, anxiety, and feeling overwhelmed were the most common concerns. This rising trend is a clear signal that more needs to be done, Not just at the individual level, but across law firm cultures and structures.

At Legal Eye, we see how much more stable and confident a firm can feel when compliance is properly documented, clearly communicated, and consistently applied. That’s not just good risk management – it’s good for mental wellbeing.

Clarity in compliance: A foundation for better mental health

Compliance policies and procedures are often viewed solely as tools to satisfy regulatory requirements. But in practice, they are much more than that. They are frameworks that protect people by reducing uncertainty, enabling confident decision-making, and supporting collective responsibility.

When team members know exactly what to do – whether that’s submitting a Suspicious Activity Report (SAR), identifying a conflict of interest, or carrying out a Source of Wealth check – it eliminates guesswork. And when reporting lines and documentation are clear, it fosters a sense of competence and calm, particularly for junior colleagues or those less familiar with regulatory processes.

In contrast, a lack of clarity can quietly erode morale. Not knowing who to speak to, what forms to use, or whether you’re “doing it right” creates avoidable stress. This is especially true in fast-paced, high-pressure environments, where there may be little time or space to ask questions.

Firms that embed clear, practical compliance procedures – and promote open communication around them – build confidence across all levels. When everyone understands the ‘how’ and ‘why’ of compliance, it strengthens internal trust and reduces anxiety. And in a profession where the pressure to perform can be relentless, that kind of clarity can make a real difference.

Supporting compliance officers: shared responsibility and shared success

In every firm, there are individuals tasked with holding the regulatory threads together – MLROs, COLPs, COFAs, and other compliance leads. Their roles are critical, often behind the scenes, ensuring firms remain compliant, ethical, and audit-ready.

Their responsibilities are significant, time-sensitive, and complex. Yet, all too often, they feel undervalued, with issues landing in their inboxes late or compliance checks treated as unwanted admin rather than essential safeguards. This not only increases personal pressure on those in compliance roles, but it can also create feelings of professional isolation.

Lawyers are under extraordinary pressure. Managing client expectations, juggling court deadlines, and meeting billing targets all demand time, energy, and focus. In this high-stakes environment, it’s understandable that compliance tasks – especially those that don’t feel immediately urgent – can sometimes slip down the priority list.

But when compliance is embedded as a collective value – when colleagues across the firm engage with policies, ask questions, and respect the importance of those in compliance roles – it transforms the culture. Compliance becomes a collaborative process, not a reactive one – and it supports the wellbeing of everyone involved.

Practical steps firms can take to boost wellbeing through compliance

Mental Health Awareness Week is the perfect time to take stock of your firm’s internal culture. Not just how people feel, but how well your systems support them day to day. Here are some simple but effective steps to help strengthen both compliance and wellbeing:

• Ensure your compliance systems are robust: Having sound, well-designed compliance systems in place is essential. Good systems reduce ambiguity, minimise mistakes, and give people the confidence to act – freeing up time and headspace for the work that matters most.
• Review your internal reporting processes: Ensure all staff know who to speak to about compliance concerns – whether it’s a suspicious transaction, a potential conflict, or uncertainty around onboarding.
• Make procedures easy to find and follow: Too often, vital policies are buried in handbooks or intranets. Keep key documents visible, accessible, and user-friendly.
• Provide regular, practical training: Move beyond tick-box learning. Use real-life examples, Q&As, or drop-in sessions to build understanding and confidence.
• Involve compliance leads in wider firm conversations: Bring your MLRO, COLP or COFA into team meetings and planning discussions. It signals that their work is central to the firm’s success.
• Create a culture of engagement: Encourage staff to raise compliance questions. Reinforce that it’s better to check than to guess – and that asking for guidance is a strength, not a weakness.

The pressures of legal life may be part of the job, but the stress caused by unclear expectations or disjointed systems doesn’t have to be. This Mental Health Awareness Week, let’s move beyond awareness and into action. Because when compliance and care go hand in hand, everyone benefits.

Need help reviewing your firm’s compliance systems, training, or culture

Legal Eye works with law firms across the UK to deliver clear, practical support that protects your business and your people. Whether you’re looking to strengthen your AML framework, update internal procedures, or simply bring clarity to the day-to-day, we’re here to help. Contact us. Email: [email protected] or call: 020 3051 2049