A quick summary:
Why wellbeing, performance and personalisation now go hand in hand.
The legal world is changing - fast. Workloads aren’t easing, expectations are rising, and the industry is now made up of 5 generations, more than ever before and wellbeing has moved from a “nice extra” to a core business priority.
But there’s a problem: most firms are still designing benefits based on employee survey results, individual requests, and vendor pitches. And in 2026, that approach is outdated. What people say they want, and what looks popular, is often entirely different to what people actually use.
That’s why firms are increasingly turning to behavioural data - and to Heka - to understand what genuinely drives better wellbeing, stronger performance and higher retention.
Why behavioural data matters now more than ever
Surveys are a great indicator of what people think they want, or the benefits they’ve heard other firms have, but this data often leads to a long list of different benefits you need to add to keep people engaged. You’ll end up procuring new benefits and apps to try and support everyone, with no guarantee any of them will get used, or make an impact. Behavioural data is the only way to truly understand how people behave. It shows:
- What employees really value
- What’s being used consistently
- How needs differ across demographics and job levels
- Where the biggest wellbeing gaps actually are
- The positive impact your apps really have
It’s the difference between designing benefits that sound good and designing benefits that work.
At Heka, we’re the only platform combining real-time demographics, real usage data, and impact metrics - giving firms a clear view of what’s effective, what’s not, and what’s coming next.
The challenges law firms can’t ignore in 2026
Law firms deal with the same People Risk themes year after year - but the intensity of those challenges has shifted.
1. Workloads are still overwhelming people
Burnout and stress haven’t eased; they’ve become more predictable.
Lawyers are reporting exhaustion, reduced focus, and the knock-on effects are now impossible to ignore - from increased errors to rising sickness absence and depleted team capacity. 72% of UK lawyers report experiencing burnout in the last year and 67% of junior lawyers feel they learn less effectively when remote.
2. Retention is increasingly tied to health ad wellbeing
Younger legal talent is especially clear about what they need: a workplace that supports both performance and health. If that’s missing, they will move on.
Replacing an associate remains expensive and disruptive - and burnout-driven turnover is one of the biggest hidden drains on profitability.
3. Hybrid working is creating new pressures
While hybrid working delivers flexibility and talent advantages, it requires a more intentional approach to development. Junior colleagues no longer benefit automatically from informal learning and observation, increasing the need for structured coaching, mentoring, and development support. Without this, organisations risk slower capability build, reduced confidence, and higher anxiety. Making hybrid work effectively means actively designing learning, not leaving it to chance.
4. Culture and leadership now have measurable impact
Strong people management isn’t optional anymore. Poor behaviour, unclear expectations, or lack of psychological safety don’t just hurt morale - they directly affect performance, retention and risk. In the UK, 75% of employees report experiencing toxic workplace culture, just 50% feel psychologically supported at work, and disengagement linked to poor management is estimated to cost the economy £257 billion per year - showing that people management failures directly undermine performance and retention.
The benefits lawyers actually use: real behavioural benchmarks
When people are given the freedom to choose benefits that genuinely support their wellbeing, their usage patterns tell an interesting story. Here’s what lawyers are choosing most often on Heka:
- Preventative & everyday health: 25.9%
- Relaxation & stress relief: 16.9%
- Nutrition & weight management: 14.4%
- Everyday fitness: 11.3%
- Hobbies & leisure: 8.5%
- Sleep health: 6.9%
- Stress & anxiety support: 5.9%
- Women’s health: 5.3%
In other words: lawyers are investing in prevention, balance, and everyday wellbeing - not the classic “gym + PMI” bundle many firms still rely on.
Who’s using what? A closer look at law firm demographics*
Law firms aren’t dealing with one type of employee anymore - they’re supporting a genuinely multigenerational team with very different needs.
Gender split
- Female: 65.1%
- Male: 34.7%
- Non-binary: 0.2%
Generational makeup
- Gen Z is now the largest group (50.3%)
- Millennials: 22.5%
- Gen X: 23.9%
- Boomers: 3.3%
The arrival of Gen Z has fundamentally shifted expectations. This group wants flexibility, transparency and wellbeing support that adapts to them - not generic ‘perks’. They also care about purpose, so a clear strategy around building a working environment is vital. And with Gen Alpha not far away, personalisation will only become more important.
*Based on 3000 law professionals across multiple firms, including magic circle.
What does personalisation really look like?
Here’s how three people from the same firm used Heka over six months:
- Investment Associate, 34, Female: fertility testing, egg freezing, sleep products, massages
- Lead Client Care Manager, 47, Male: ADHD/autism consultation, stress support, sleep aids
- Managing Associate, 29, Male: food intolerance testing, protein supplements, Runna, hydration products
Three completely different people. Three completely different wellbeing journeys.
One platform that supports them all.
And here’s the part firms often find most surprising:
94% of usage is for benefits not found in standard packages.
What law firms get when they switch to Heka
- Higher retention Employees who feel supported stay longer - and 92% of Heka users say they're more likely to stay.
- Higher engagement - Usage is consistently strong:
- 69% of legal professionals use Heka every month
- 93% use it every quarter
- Better health and fewer sick days
- 81% of Heka usage is for preventative health support and 46% of bookings actively keep people at work
- 93% feel healthier
- 97% say they perform better
This is what personalised wellbeing support delivers: tangible business outcomes.
Why traditional benefits are failing
Most firms already know the truth:
70% of traditional benefits go unused.
At the same time:
- 1 in 4 workers experiences mental ill health annually
- 89% say it impacts their working life
The gap between what firms offer and what employees need has never been wider. Heka closes that gap by making personalisation effortless.
Heka: benefits, done properly
We help law firms tackle every people challenge in one place - retention, engagement, culture, burnout, sickness absence, inefficiency. Employees get a monthly budget to support their health in the way that suits them. Firms stop wasting money. And leadership finally gets visibility on what’s making a difference.
The future of benefits in law
2026 isn’t about offering more benefits. It’s about offering benefits that actually work.
With AI-driven recommendations, real behavioural insight and thousands of options in one simple platform, Heka gives law firms a wellbeing solution that’s:
- Personalised
- Measurable
- Future-proof
- Flexible
- Proven ROI
97% of Heka users say they perform better.
That’s the future of employee benefits in law - and it’s already here.
If you’d like help building your 2026 benefits strategy, we’re here to make it simple.
