Gen Z Is ‘Very Comfortable’ Using Mental Health Services. Older Generations? Not So Much, Says Big Law Exec — A Legal Culture Shift in Motion
By Kessewa Owusu
”When 25-year-old junior associate Kwame Mensah walked into a therapy session during his second month at a top-tier law firm in Lagos, his supervisor scoffed: “You’re already talking to a shrink? Back in my day, we just toughened up.”
Welcome to the generational clash redefining mental health in the legal profession. Gen Z—those born between 1997 and 2012 are not just reshaping the workplace with their tech fluency and boundary-setting. They are also forcing Big Law and legal institutions across Africa and globally to confront an uncomfortable truth: mental health can no longer be swept under the Persian rug of prestige, power, and long hours.
Gen Z: Therapy Is a Tool, Not a Taboo
Unlike Baby Boomers or Gen X, who often view therapy as a last resort, Gen Z treats mental wellness like going to the gym. It’s maintenance. It’s survival. And in the high-pressure world of law where billable hours rule, sleep is scarce, and perfectionism is a silent killer this generation’s openness is transforming legal culture.
A recent panel hosted by the International Bar Association (IBA) on Mental Health in the Legal Profession revealed that law firms globally are witnessing a 70% increase in the number of young lawyers requesting access to mental health resources, therapy reimbursements, and flexible work policies tied to emotional well-being.
“In our surveys, Gen Z associates were not shy at all. They openly discussed therapy, ADHD meds, burnout, and even panic attacks,” said Amanda Perry, Chief Human Capital Officer at a leading U.S. Big Law firm. “Meanwhile, partners aged 45+ feared being labeled weak.”
The Cost of Silence: Burnout, Breakdown, and Broken Systems
In 2023, a tragic case in Nairobi made headlines when a 31-year-old lawyer took his own life after weeks of erratic behavior and exhaustion. His colleagues later admitted they saw signs—withdrawal, anger, insomnia but dismissed them. “We just thought he was cracking under pressure,” one senior partner confessed.
These are not isolated incidents.
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In South Africa, the Legal Practice Council reported a spike in mental health complaints, particularly among lawyers under 35.
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In Ghana, the Bar Association held its first-ever workshop on Mental Wellness for Legal Professionals in 2024, spearheaded by young lawyers.
And in Nigeria, a 2025 LinkedIn post by 28-year-old commercial litigator, Tolu Owolabi, went viral:
“My firm gives bonuses for billables, but not one conversation on mental health. I’ve seen colleagues hospitalized from stress, and nobody talks about it. Therapy helped me survive law. We need a new culture.”
Thought Leaders Pushing the Envelope
Several legal trailblazers are making waves in the mental health conversation:
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Justice Mercy Goka (Ghana): The first judge in West Africa to publicly share her battle with anxiety and advocate for therapy for jurists and lawyers.
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Chidi Odoemenam (Nigeria): A rising star who founded The Balanced Barrister platform, offering mental health coaching for young lawyers.
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Naledi Sibeko (South Africa): Head of DEI at a major Johannesburg law firm, she’s implemented “mental health check-in” sessions as part of firm culture.
Meanwhile, global institutions like the Law Society of England and Wales have published guides on Creating a Mentally Healthy Legal Workplace, now being adopted by progressive firms in Kenya, Rwanda, and Côte d’Ivoire.
The Legal Culture Problem
The legal profession is built on hierarchy, endurance, and resilience qualities that don’t leave much room for vulnerability.
“Older generations survived the trauma by numbing it with alcohol, silence, or overwork,” says Dr. Kwesi Ofori, a clinical psychologist who has worked with lawyers in Accra and London. “Gen Z is breaking that chain.”
But change isn’t easy. Many senior lawyers still consider therapy a private matter or worse a weakness. Some partners discourage associates from taking time off for burnout or therapy, citing deadlines or court demands. Others argue mental health support “isn’t the firm’s job.”
The Business Case for Mental Health
But here’s what many partners are missing: mental health isn’t just a nice-to-have it’s a must-have for productivity and retention.
A 2024 Deloitte report showed that law firms investing in mental health support saw a 45% decrease in staff turnover and 32% higher job satisfaction rates. In a profession known for its “leaky pipeline”—especially among women and minorities this is critical.
“Gen Z doesn’t want to be martyrs for the law,” says Efua Ghartey, President of the Ghana Bar Association. “They want to serve justice, but not at the cost of their souls. We owe them a safer system.”
A Call to Action for Big Law in Africa
As African legal systems modernize, firms must ask themselves: Will they evolve with their people?
Recommendations for law firms:
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Normalize mental health conversations in staff meetings and mentorship sessions.
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Offer therapy stipends or partner with local mental health professionals.
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Create anonymous reporting systems for mental health concerns.
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Train leadership to recognize and respond to signs of burnout or distress.
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Encourage hybrid or flexible work arrangements, especially during litigation off-seasons.
Final Thoughts
The legal profession, long celebrated for its intellectual rigor and stamina, must now show emotional intelligence. Gen Z is not waiting for permission to heal they’re demanding it. And as they climb the legal ladder, they’ll bring therapy, self-care, and mental wellness along with them.
The question is: will the rest of the profession catch up or be left behind?
Got a story about mental health and law? Write to us at info@legalafrica.org. Let’s keep this conversation going.
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