Five tips on attracting and retaining Gen Z talent in the legal sector

As an influx of Gen Z enter the workforce and workplace practices continue to develop, what can you do to improve recruitment and retention? The CEO of Kara Connect, Tobba Vigfusdottir, highlights the positives of prioritising work-life balance and mental wellbeing to the success of your business.

The legal industry has long been characterised by a demanding culture: long hours, high stress, and a relentless push for excellence. However, the rapid and ongoing influx of Gen Z into the workforce has begun to challenge this tradition. For many law firms, the old-school mentality of “grit your teeth and work hard to prove yourself” mentality is no longer sustainable if they wish to attract and retain the best young talent.

Gen Z is bringing a fresh perspective, and they have different expectations from previous generations. Digital natives who grew up in a hyper-connected world value flexibility, inclusivity, and wellbeing. Unlike their predecessors, they are unwilling to compromise on work-life balance or mental health. They have seen first-hand the toll that burnout,  gender inequities, and lack of support can take on their older colleagues, and they are determined not to follow the same path.

For law firms, this means a necessary shift in mindset. Gen Z’s expectations are not simply suggestions – they should be viewed as demands. Our youngest generations seek employers who prioritise their wellbeing, value diverse and inclusive work environments, and are willing to support a balanced approach to their career and personal life. These changes won’t just impact your Gen Z colleagues, but will positively impact the wider culture of your firm and ALL the people who work there.

One of the most prominent challenges facing law firms today is “quiet quitting,” a phenomenon in which employees do the bare minimum required of them as they are disengaged and dissatisfied by the workplace. For Gen Z, this behaviour often stems from unmet expectations around work flexibility, wellbeing support, and a sustainable work-life balance.

To address this, firms must reimagine what it means to be supportive employers. This involves creating a workplace that demands more than long hours and constant availability. It requires genuine, holistic support for employees’ mental health and personal needs. Not just access to yoga classes or cocktail parties.

1. Clarify flexible work arrangements: Remote work and flexible hours are not just perks for Gen Z—they are essential components of the modern workplace. Offering flexibility shows respect for employees’ personal time and demonstrates trust, which is crucial for engagement and retention.
2. Prioritize mental health and wellbeing: Law firms must move beyond token gestures and provide comprehensive mental health resources, such as access to therapy, wellness programs, and mental health days. Gen Z expects their employers to care about their wellbeing, and firms that fall short risk losing talent to more progressive workplaces.
3. Champion Diversity, Equity, and Inclusion (DEI): Gen Z deeply recognises and fights for DEI issues - and expects employers to reflect their values in practice, not just policy. Law firms must actively foster an inclusive environment where everyone, regardless of gender, race, or background, feels seen, valued, and supported.
4. Reframe performance metrics: Traditional success metrics—long hours, visibility, and billing targets—need to evolve. Focus on outcomes and contributions rather than hours logged. Reward efficiency, creativity, and collaboration to create a healthier, more motivating work culture.
5. Mentorship and career development: Gen Z values clear pathways for growth and continuous learning opportunities. Firms should invest in mentoring programs that not only guide young lawyers in their careers but also offer support and feedback that is constructive and encouraging.

Retaining Gen Z talent for law firms isn’t just about meeting their needs—it’s about future-proofing the industry. Firms willing to embrace change and actively support their young professionals will not only succeed in retaining talent but will also position themselves as leaders in an evolving legal landscape.

The message is clear: the days of rigid hierarchies and all-nighters are over. Law firms can create a workplace where the next generation of legal professionals thrives by prioritising flexibility, mental health, and inclusive work environments.

That’s where Kara Connect comes in. Our bespoke Wellbeing Hubs solution offers law firms a practical and straightforward way to support Gen Z’s various demands for comprehensive wellbeing services and access for everyone.

Setting up a Wellbeing Hub would provide your team with direct and on-demand access to a wide range of expert practitioners, including mental health counsellors, career coaches, financial advisors, and burnout therapists—and that’s just scratching the surface.

This approach addresses Gen Z’s expectations for mental health and personal support and fosters a more engaged and resilient workforce, helping law firms retain top talent in a competitive landscape.

It’s not a matter of should; it’s a matter of must. Adapt now, or risk losing your brightest talent to those who will.