Time to Read: 2 minutes

How many times have you told an associate or paralegal to take some time off? Now how many times have you actually meant it?

Let’s be real—encouraging real vacations in the legal field is about as common as a unanimous Supreme Court decision. Many attorneys hesitate to take more than a Friday here or there, and when they do, they’re often expected to check email, monitor dockets, and stay “available.” A two-week digital detox in Tuscany? Not likely.

And yet, surveys continue to show that a significant number of U.S. workers—and yes, lawyers too—aren’t using their vacation time.

A 2024 Eagle Hill Consulting survey found that 48% of U.S. workers don’t plan to use all of their PTO this year. Pew Research reported in 2023 that 46% of workers with paid time off take less than they’re offered.Why? Vacation is part of your compensation package. Most legal professionals wouldn’t think twice about keeping their health insurance or cashing that December paycheck. So why do we voluntarily give paid time off back to the firm?

Forbes contributor Kristi Hedges hits the nail on the head: “The idea of a skimpy vacation as a worthy sacrifice or badge of honor is culturally embedded.” In law, that’s doubly true. But she also points out: “Science tells us this is a very bad idea.” Studies show that breaks—not just long weekends, but real breaks—boost productivity and well-being.

Long Vacations Benefit Both the Legal Professional and the Firm‍

To build a sustainable legal practice and a high-performing team, leaders in law firms must fully embrace the benefits of vacation. Not just tolerate it—encourage it.

A week or two away from court filings, client calls, and endless email can do wonders. Attorneys and staff return with sharper thinking, lower stress levels, and renewed energy to tackle complex matters. And clients ultimately benefit from that clarity.

Here’s what time off brings to the table:

For Legal Professionals:

• Lower stress – It’s hard to argue motions well when you’re running on fumes.
• Better health – A week without billing hours? Surprisingly restorative.
• Clearer thinking – Breaks bring perspective.
• Renewed energy – Burnout is real, but avoidable.
• Work-life balance – Because yes, it is possible.

For Law Firms:

• More productive attorneys – Rested minds write better briefs.
• Higher engagement – Firms that support rest keep their talent.
• Less burnout, less turnover – Enough said.
• Better morale – A culture of trust beats one of exhaustion.
• Fresh ideas – Creativity thrives when the brain gets to breathe.

Why Taking a Vacation Matters for Your Health

People who skip vacations may be missing out on important health benefits, according to a growing body of research linking regular getaways to everything from better heart health to a lower risk of metabolic disorders and even a longer life.

A 2025 review of 32 previous studies, in the Journal of Applied Psychology, also found that the immediate effects on well-being are more profound and long-lasting than previously thought.

Among the findings in one longitudinal study that followed more than 12,000 men at high risk of coronary heart disease: Those who took a vacation every year over a nine-year period reduced their overall risk of death by about 20 percent and their risk of death from heart disease by as much as 30 percent, according to the study’s main author, Brooks B. Gump, a professor of public health at Syracuse University, who studies the health effects of taking vacations.

Six Steps Firms Can Take to Make This Happen:

1. Put it in writing – Create clear vacation policies that support full use of PTO, in any increment that works for the employee.
2. Set expectations – Vacation shouldn’t derail the entire department. We’re lawyers—we know how to plan around court calendars.
3. Talk about it – Ask partners, managers, and HR to walk through vacation policies with staff.
4. Get feedback – Ask for feedback regarding perceived problems with the vacation policy. Since many people may feel constrained to speak up, use anonymous online feedback forms so people can offer suggestions or share concerns.
5. Respond constructively – Have HR or a neutral party follow up on feedback.
6. Check in yearly – Make sure your vacation policy isn’t just lip service.

In Summary

As summer approaches—weddings, reunions, road trips, and long-awaited adventures are calling. As legal leaders, it’s on us to make sure our people feel they can truly take the time they’ve earned. Encourage your team to disconnect—and do the same yourself.
Your clients will be fine. Your matters will still be there. But your perspective? That might just come back a whole lot clearer.

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