Modern Family Law’s Commitment To Well-Being

Ben: It is something I became aware of when it first launched through the ABA. To me, it’s about educating both lawyers and other professionals on how to manage stress and prioritize their own well-being. In this profession, whether in family law, corporate law, or high-demand litigation environments, we often fail to put ourselves first. We treat every case as if it is as critical as renegotiating a UN peace treaty, and in doing so, we neglect our own needs.

Well-Being in Law Week, held each May as part of Mental Health Month, serves as an important reminder to pause, step back, and focus on self-care. When we fail to take care of ourselves, we ultimately harm not only ourselves but also our clients, our families, and our broader communities.

For firms like Modern Family Law and family law practices in particular, this week is even more important. We help people through some of the most challenging times in their lives, and in doing so, we often carry their emotional burdens. That can affect our mental, emotional, physical, and spiritual well-being, and even the quality of our personal relationships. This is why Well-Being in Law Week is such a critical initiative for firms like ours.

Ben: I think companies approach this differently; some simply offer medical, dental, and vision benefits and call that their wellness program. But you can go beyond that, like we do here. For example, we offered the Mai Tai wellness program, which was a relatively small investment for a long-term benefit because it creates space for people to actively focus on their well-being. Instead of just saying, “Here’s your insurance, go see a doctor if you need to,” we provide practical tools to help people manage stress and navigate change.

Right now, especially in the legal industry, we’re seeing major shifts, and there isn’t nearly enough investment in resiliency training or mental well-being resources to help people adapt. We’re constantly bombarded with stressors from the news and the world around us. Without the right tools, that stress just compounds. But by making even a small investment in these kinds of resources, the return, in healthier, more resilient people, is significant.

Ben: This year, we kicked things off with the Mai Tai Wellness program, led by two instructors from Britain. They held weekly sessions every Tuesday morning, lasting about 30 to 45 minutes. The goal was to encourage people to start thinking more about their physical well-being, knowing that for many, physical activity can have a positive impact on mental health.

When we learned that Well-Being in Law Week was approaching, we immediately saw the importance of bringing that focus to the firm. In family law, we often carry the emotional weight of our clients’ experiences. While empathy is critical, it’s equally important to care for ourselves and avoid being consumed by the emotional toll, because ultimately, it harms us.

Now, we’ve added the Twello program, which goes beyond a single week of activities. It’s a seven-week series offering sessions on resilience, physical fitness, stress reduction, and anxiety management. And we plan to continue offering programs like these on a weekly basis. Whether it’s mindfulness, anxiety management, nutrition, or physical fitness, these small programs provide people with meaningful breaks and practical tools they can actually use.

The best part is that initiatives like this are affordable. Any law firm could implement similar programs for under $10,000 a year. We’re still on track to stay within that budget, and the return is significant: reduced medical claims, less absenteeism, and improved productivity. So, while some firms recognize Well-Being in Law Week once a year, at Modern Family Law, we’re committed to making it a year-round priority.

Caroline: What goals did you have in mind when designing this year’s programming? How did you decide which areas of wellness, mental, physical, or emotional, to focus on?

Ben: This is something Dave, our CEO, and I have discussed for quite a while. Dave took the first step by introducing a focus on physical wellness. From there, we started looking at the bigger picture. Our firm is going through significant changes, and the entire legal industry is experiencing a period of transformation. I felt it was important to help people develop the tools they need to manage stress, handle change, and cope with day-to-day anxiety, while also supporting the work-life balance we value so highly here at the firm.

The main goal has been to help people become more resilient and respond to challenges in healthy ways, rather than turning to unhealthy habits like overeating, excessive drinking, or other harmful coping mechanisms. We’re providing them with a toolkit of positive strategies. Just last week, through our partnership with Twello, we offered a Mindfulness 101 session. The message was simple: take 30 minutes, step away, and reset.

Another important focus is encouraging people to actually take their lunch breaks. We are all guilty of working through them, but even a short break can clear your mind and improve efficiency. Skipping that time only leads to burnout.

So, we’re combining education with physical, emotional, and psychological support. We’ve also looked at our partnership with SHRM and their recommendations, especially in light of the changes we’re all experiencing.

Ben: After we wrapped up the Mai Tai Tuesday program earlier this year, we reached out to everyone who participated and asked for their feedback on what they would like to see next. We also took time to assess what was happening in society, within the firm, and what demands people were facing. With that input, we turned to our SHRM resources, since many people expressed interest in programs focused on mindfulness, anxiety, and stress management. Others wanted something physical but more accessible, like the Chair Yoga session we have scheduled next week. It offers the physical benefits without being as intense or intimidating as Thai boxing, making it something anyone can comfortably participate in.

Through our partnership with SHRM, we discovered Twello. After just one conversation and a review of their offerings, it was clear they were the right fit. While we are currently running an eight-week program with them at MFL, they offer a wide range of courses, and we realized it made perfect sense to take advantage of those resources. Their 30-minute sessions encourage people to pause, listen, take a break, and refocus without disrupting their day.

We specifically wanted to provide something impactful but easy to fit into busy schedules. Many people are hesitant to commit to an hour-long session, but 30 minutes feels manageable. For example, last week’s Mindfulness 101 session had about 21 full participants, which was a much stronger turnout than we saw with the Thai boxing program. That confirmed we made the right decision by partnering with Twello.

Ben: During Well-Being in Law Week, we set up two Slack channels. One was specifically for Well-Being in Law Week, where Brielle O’Neill, our HR Communications Specialist, shared daily posts. Those posts were based on the ABA’s Well-Being in Law Week themes, with each day focusing on a different mission. We also have our main Slack channel where people communicate regularly, so I was curious to see if this new channel would actually generate engagement or just become another space people ignored.

It was clear that people were genuinely engaged and taking the daily challenges seriously. For example, Monday’s challenge encouraged everyone to take a break and step away from their work. People shared photos of themselves walking their dogs, getting outside, or spending time with friends. They made an effort to move around and take a mental break from their desks.

The feedback has been very positive, and there is a lot of interest and excitement about continuing these kinds of initiatives. Now, the goal is to maintain that momentum and keep building on the success. We want to see that same energy carry over into the channel, where we celebrate each other’s victories and continue creating these positive experiences. This should not be treated as a one-time event. The response has been great, and now it is about keeping it going.

Ben: There are not many things that stood out, but what impacted me the most was how excited people were about it. With these kinds of initiatives, there is often skepticism, and people question whether they have value. But that is not what this was about. Yes, we represent the company and sometimes have to defend it, but ultimately, we are here for the people and to ensure they are working in the right environment. I think everyone felt that, especially seeing Dave and the other executives genuinely prioritizing everyone’s well-being.

That kind of leadership is rare. In most companies, wellness efforts feel like a superficial gesture, almost like throwing a pizza party at a serious problem. What we are doing is different. We are making thoughtful financial investments in programs that people can actually apply to their lives. These are not just tools for a single week. They are lessons that people can carry forward in their careers, whether they stay with us or move on.

The level of participation alone stood out to me. Compared to the early morning Thai boxing classes, which were hard to fill, people were more than willing to take 30 minutes during their lunch break to join these sessions. I am excited to see if this continues, but even just seeing that engagement throughout the week was a highlight. It may have started as a one-day event, but people kept participating as the week went on.

Ben: There was a time when HR was seen as little more than a glorified babysitter. You would often encounter HR professionals who did not contribute much in terms of real support or value. Thankfully, that culture has shifted. My role now is to ensure that people feel fully supported, have the performance skills they need to succeed, and are part of a positive community and culture that keeps the firm productive and thriving. This allows us to grow without running into morale issues.

One of HR’s core functions today is promoting cultural well-being. That means creating programs and opportunities for employees and helping managers foster a healthy environment within their teams. In the past, these things were often overlooked, but they have become increasingly important, especially as new technologies have introduced new sources of stress. There was a time when leaving work at 5 p.m. meant you truly left work behind. You were not constantly receiving notifications or emails, and laptops were not common. Now, people can be connected to work 24/7, and that brings new challenges.

So, part of our job is not only to support and manage employees but also to work with managers and leadership to create a culture that reflects what we value most, including work-life balance. While we are a fully remote firm, that can also create its own challenges. It is important to shift the conversation and remind people that being remote does not mean being available at all hours.

Ben: We might revisit Thai boxing in the future, possibly offering it at a different time of day. We are also exploring other physical fitness options since I have received several requests for virtual boot camp-style classes. In addition, we are looking at ways to expand our partnership with Twello to offer more of their classes.

We are also continuing initiatives like Mindful Mondays, where we share messages to help people refocus and start their week on a positive note. Some of the topics we have covered include financial wellness, family and relationship well-being, and self-care.

This is part of our ongoing effort to support employees on a weekly basis and encourage them to prioritize their well-being. We will keep researching new options and leveraging our partnerships through SHRM and connections with other firms to bring in programs that align with our fully virtual culture.

Wellness looks different in a remote environment compared to an office setting. Our homes have become our workplaces, and that makes it harder to create healthy boundaries. Our goal is to help people maintain balance, avoid burnout, and feel supported as we continue to grow and evolve, even in a remote work environment where it can feel like you are always connected to work.

Ben: I try to stay centered, mindful, and self-aware, and one of the key things we often discuss among HR professionals is practicing emotional intelligence. That means not letting emotions drive your decisions or interactions with others. While I know I could improve on things like meditation techniques, I focus on mindfulness and recentring myself.

One important practice, which many people overlook, is resisting the urge to fire off a response based on your first instinct. That initial reaction is often emotional and heated. Taking a step back and viewing the bigger picture instead of responding impulsively helps keep stress and anxiety in check.

Another thing I focus on is building real connections with people. That might not immediately sound like a well-being tactic, but developing personal relationships, whether by picking up the phone, jumping on a Zoom call, or having a genuine conversation, makes a difference. It goes beyond just typing on Slack or sending messages. These small habits help me stay grounded, and I encourage others to do the same. They may seem like minor things, but over time, they make a real difference in managing stress and maintaining balance.

Ben: What I hope everyone takes away from this is a set of tools that help them succeed, become better practitioners, and be better coworkers. In family law, especially, we often let the emotions of our clients, opposing parties, and even opposing counsel shape how our day goes. Instead, I encourage people to pause, step back, reflect, meditate, do chair yoga, stretch, or simply get up from their desks. I want everyone to remember the importance of taking care of themselves and staying centered. That makes it easier to adapt to change and respond effectively when real emergencies arise.

I also want people to feel comfortable working together on these things. No one should feel that the firm does not care about their well-being. I want them to know that we genuinely do. I know for a fact that HR has many ideas to support our people, and Dave Johnson fully backs them. That kind of leadership support is rare, especially now when so many companies and firms are cutting back on these programs in response to outside pressures.

Caroline: If someone missed this week’s programming, what would you want them to know?

Ben: The main thing I want people to know is that everything we offered is still accessible and available to them at any time. That applies to those who missed the week as well as those who participated.

Our goal is to ensure these resources, skills, and training are available year-round. While we highlight them during one week, our commitment to well-being goes far beyond that. This is something we focus on throughout the entire year.

So you may have missed the week. But you have not missed the train.