Law firms have demanding working environments - billable hour targets, client deadlines, transaction pressure, contentious work with real emotional weight. The question isn't whether the pressure exists. It's whether you can see where it's building, and whether your people know what support is available to them.
Sources: CIPD, HSE, Employee Benefits Research 2024.
Billable hour targets, contentious work, and the expectation that high performers simply cope. These are the conditions your people are working in every day. Most firms have PMI, EAP, and income protection in place. The problem isn't the benefits. It's that nobody's measuring where the pressure is building, and nobody's told your people how to use what they already have.
One fee structure. Commission from insurers, included in every premium whether you use a broker or not. No management fee, no platform fee, no advisory fee on top.
Every employee sees what they have, how to use it, and what's changed - throughout the year, not just at enrolment. PMI from Bupa, Aviva, AXA Health or Vitality. EAP counselling. Mental health pathways. All made visible.
The IWE measures demands and resources across practice areas - Litigation, Corporate, Employment, Real Estate - using the JDR framework. Billable hour intensity, emotional demands from contentious work, supervision quality, peer support. Managers see aggregated team data, never individual scores.
Replacing a qualified solicitor at 2-5 years PQE costs far more than the benefits designed to retain them. Benefits people understand and value are one of the most cost-effective retention tools available. The IWE shows which teams are at risk before people hand in notice.
When presenting to partners on wellbeing investment, you need statistically reliable, benchmarked data - not a qualitative survey. The IWE delivers research-validated measurement across mental, physical, financial, and work wellbeing domains. HSE benchmarked. Practice area level.
A mid-size law firm might spend £200,000-400,000 annually across PMI, GIP, GLA, and supplementary benefits. EAP utilisation across the legal sector sits below 10% at most firms. The IWE identifies need, matches it to existing policy services, and shows the employee exactly how to access support - turning passive spend into active pathways.
Connect your HRIS and starters are enrolled on day one, leavers removed automatically. Where your HRIS holds sickness absence data, we pull it into the IWE dashboard so you can see absence patterns alongside your broader wellbeing picture. No manual updates.
Everything below is part of the service. No extras. No add-ons.
Takes a letter of appointment and a standard data export - approximately two minutes. Or we integrate directly with your HRIS. We'll have everything live before you've formally switched anything.
Four questions. Under three minutes. We'll tell you honestly whether Alltoogether is right for your firm.