At the Ohio Lawyers Assistance Program (OLAP), we frequently receive calls from lawyers, judges, professors, law students, law office staff, and others who are concerned about a colleague. They start recognizing that their colleagues are missing deadlines, withdrawing from social interactions, and showing signs of physical exhaustion. It becomes clear to them that these colleagues are likely battling a mental health or substance use disorder (SUD), and they reach out to OLAP for guidance.
We all know that the legal profession is one of the most demanding career paths, often characterized by long hours, high stress, and immense pressure to succeed. While these challenges can foster professional growth, they can also take a toll on mental health and increase the risk of SUD.
By calling OLAP, the concerned colleagues are taking a step in the right direction to help the person in distress. Recognizing the early warning signs of substance abuse and understanding how to support colleagues in need is critical to fostering a healthy workplace culture. Beyond individual well-being, these efforts strengthen the overall legal profession by promoting a culture of accountability, reducing turnover, and enhancing team performance.
It's important for all of us in the profession to understand substance use disorder, recognize the signs and symptoms, and learn how to help a colleague in need.
Substance Use Disorders Substance use disorders often develop as a response to chronic stress, trauma, or unmanageable workloads. The legal profession’s competitive nature can exacerbate these risks, leading some lawyers to turn to alcohol or drugs as coping mechanisms. The stigma surrounding addiction, combined with fears of professional consequences, often prevents individuals from seeking help, making early recognition and intervention even more essential.
Warning Signs Substance use disorders rarely emerge overnight. Instead, they often manifest gradually through changes in behavior, appearance, and performance. While the following signs don’t always indicate addiction, they warrant concern and further observation:
Behavioral Changes
Erratic behavior: Sudden mood swings, irritability, or unexplained anger.
Social withdrawal: Avoiding colleagues, skipping social events, or isolating themselves in the workplace.
Increased risk-taking: Reckless decision-making, such as missing deadlines or ignoring ethical guidelines.
Physical Signs
Changes in appearance: Neglecting personal hygiene, appearing disheveled, or showing signs of fatigue.
Frequent illness: Repeatedly calling in sick or appearing physically unwell.
Subtle physical indicators: Bloodshot eyes, slurred speech, or unsteady movements.
Performance Issues
Declining work quality: Missing deadlines, producing subpar work, or making frequent mistakes.
Inconsistent attendance: Frequent tardiness, unexplained absences, or disappearing during the workday.
Over-reliance on excuses: Constantly justifying poor performance or blaming external factors.
How to Approach a Colleague in Need Approaching a colleague you suspect may be struggling with addiction requires tact, empathy, and discretion. The goal is to express concern without judgment and encourage them to seek help.
Initiate the conversation in a private, neutral setting where both parties can speak openly without fear of being overheard. Avoid bringing up the issue during stressful moments or in front of others.
Use nonjudgmental language to express your observations. For example:
“I’ve noticed you’ve seemed stressed lately and wanted to check in. Is everything okay?”
“You’ve been missing a lot of deadlines, which isn’t like you. I’m worried about you.”
Avoid accusatory statements like “You’re clearly addicted” or “You’re not pulling your weight,” which may cause defensiveness.
Allow your colleague to share their perspective. Practice active listening by maintaining eye contact, nodding, and avoiding interruptions. Show empathy by acknowledging their feelings and offering reassurance.
Gently suggest resources such as OLAP, mental health counselors, or SUD specialists. Frame the suggestion as an opportunity for support rather than a punitive measure.
If your colleague is receptive, check in periodically to offer continued support. If they’re resistant, remain patient and remind them that help is available when they’re ready.
How to Be Supportive During Recovery
Once a colleague acknowledges their struggles and seeks help, your role as a supportive ally becomes even more critical. Recovery is a long-term process, and having a compassionate workplace environment can make a significant difference.
Confidentiality is paramount. Avoid discussing their situation with others unless explicitly permitted by the colleague.
Recovery may require time off for treatment or adjustments to workloads. Work with leadership to accommodate these needs without penalizing the individual.
Recognize and celebrate milestones in their recovery journey. Positive reinforcement can boost their confidence and encourage sustained efforts.
Advocate for workplace initiatives that prioritize mental health and well-being, such as stress management workshops or access to counseling services.
How Organizations Can Help
While individual support is essential, systemic changes are equally important in addressing addiction within the legal profession. Here are some steps that judges, law firms and organizations can take:
Reduce stigma through education: Conduct workshops or seminars to educate staff about addiction as a medical condition rather than a moral failing. Normalize conversations about mental health and substance use disorders.
Adopt policies that support well-being: Introduce policies that prioritize work-life balance, such as reasonable billing expectations, flexible schedules, and mandatory vacation days.
Establish a culture of accountability and care: Encourage leadership to model healthy behaviors and foster an environment where employees feel safe seeking help without fear of judgment or professional repercussions.
Recognizing the signs of substance use disorders and supporting colleagues in need is both a professional and ethical responsibility. By fostering a culture of compassion and understanding, lawyers can help create a healthier, more sustainable workplace. Early intervention not only benefits the individual struggling but also strengthens the entire legal field, ensuring that the profession’s demanding nature doesn’t come at the cost of personal well-being.
What Happens If You Call OLAP?
When you call OLAP concerned about a colleague, we do not contact the disciplinary counsel. We are not a policing agency. We do not mandate people to seek help or to take the help that we recommend. We do as much as we can to encourage the person to seek relief.
We will ask you the reasons for your concern and about other information regarding the attorney, judge or law student.
We will ask you about others who might provide additional information or corroborate your observations, such as a colleague, a spouse or a friend, and ask you to contact them and ask that they contact us.
OLAP’s professional staff will assess the information to make a provisional determination about what may be happening.
OLAP will decide what help might be appropriate and how to offer it in the best way.
We require corroborating information on a new client before doing anything. This means that we need to speak with others who are also concerned about the person. If we do not obtain corroboration, we do not move forward to intervene—we open a confidential file and wait. When we have corroboration, we will often set up and facilitate an intervention. Sometimes we provide information to the caller on how to approach the troubled person, and that results in a call from the person who needs help.
If you are a legal professional who is unhappy, depressed, suffering from substance use disorder, burnout, or stress, and you believe it is affecting your life, the Ohio Lawyers Assistance Program can provide CONFIDENTIAL help. For more information, go to ohiolap.org or call (800) 348-4343.
If you are a judge or magistrate who needs help, contact the Judicial Advisory Group, a peer-based confidential assistance group that helps judges and magistrates with personal and professional issues. For more information, go to www.ohiolap.org/judges or call (800) 348-4343.