We hear this a lot from associates and senior associates: “I love the work, but I never feel like I’m off the clock.”

Even when you’ve technically logged off, your mind stays wired—replaying emails, anticipating partner requests, or just waiting for something urgent to land. And let’s be honest: when the culture quietly rewards being ‘always available,’ setting boundaries can feel like career sabotage.

But more and more lawyers are learning how to protect their time and energy—without losing credibility or trust.

Here are a few ideas:

• Pre-frame availability. Some lawyers include a line in their sign-off or out-of-office that gently sets expectations—e.g. “I typically respond within 24 hours. If it’s urgent, call.” It’s calm, professional, and puts you in control of the response window.
• Use tech to your advantage. Delay-send your late-night responses. Mute work notifications outside working hours. Keep separate personal and professional apps if your firm allows.
• Speak up early, not defensively. When a partner starts copying you into things beyond your remit, say: “Happy to help where needed—would you like me to stay looped in or just pick up at the next stage?” It signals engagement, and sets a limit.
• Design a “default off” routine. Shut your laptop at a set time. Set a phone alarm to step away. Create rituals that tell your brain it’s time to transition—like a walk, a podcast, or even, god forbid, a proper dinner (not Deliveroo eaten in front of Outlook!).
• Don’t go it alone. Share your boundaries with a trusted peer. Say: “I’m trying to stop replying after 8pm—hold me to it?” It’s easier to hold yourself accountable to a new boundary when someone else knows it exists.

So why don’t more people talk about this openly?

Boundary-setting still carries a stigma. There’s a fear that saying “I’m not available right now” translates to “I’m not committed.” And that’s especially true at Associate and Senior Associate level, where reputations are still being built and visibility matters.

But here’s what’s shifting: firms are realising that burning people out by 6PQE isn’t a sustainable model. We’re seeing more teams support healthy boundaries—because it means fewer mistakes, better work, and longer-term retention.

The key is how you frame it. Boundaries work best when they come from a place of professionalism, not panic. And when you set them early—before you hit the burnout wall—they’re easier to stick to and easier for others to respect.

You don’t need to wait for burnout to justify boundaries.

One of the biggest shifts we’re seeing is lawyers being proactive rather than reactive. They’re not waiting until they’re exhausted to start drawing lines. They’re building healthy habits now—so when real time pressure hits, they’ve already got the systems in place to cope.

And they’re talking to us. Not because they’re looking for a new job (sometimes they are), but because they want a sounding board. A sense-check. A bit of clarity on what’s normal in the market, what’s not, and what other people are really doing behind the scenes.

If this is something you’re navigating, you’re not on your own.

Sometimes all it takes is hearing how someone else tackled it—what worked, what didn’t, and what they wish they’d done sooner.

No judgement. No agenda. Just practical, honest support.