Many of these trends, this brand wrote 18 months ago, are a pushback against “unfulfilling” and “detrimental” workplace environments. And, in mid-April, new research showed that 10 per cent of lawyers plan to leave the profession in light of workplace cultural issues. Moreover, Lawyers Weekly’s own research shows that one in five lawyers intend to leave their firms this year.

Now, another trend is making waves online: the “mini-retirement”, or “micro-retirement”, whereby a professional will take a career break, or perhaps multiple breaks, across the course of their vocational journey. The reasons for doing so will, of course, be idiosyncratic. However, the most commonly identified motivations are capitalising on one’s youth, avoiding burnout, and setting one’s self up for career longevity and progression.

In the Australian context, it is not unreasonable to presume young professionals Down Under – fed up with inaction from the major parties on meaningful housing reform and staring down the barrel of further economic uncertainty in the current geopolitical climate – would opt to spend their money on life experiences.

With this in mind, Lawyers Weekly reached out to recruiters to learn if emerging practitioners they speak to are indeed taking, or looking to take, mini-retirements and whether such a vocational time-out is compatible with the legal professional experience.

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Lawyers and mini-retirements

Rachael Musgrave, a partner at empire group, reflected that in recent years, many young legal professionals have begun stepping away from traditional career paths to prioritise travel, personal growth, and mental health.

“Burnt out and disillusioned with the rigid expectations of the profession, they’re taking what some call ‘micro-retirements’ – strategic pauses to reassess values and reset,” she said.

“While this trend may seem like a luxury, it reflects a growing desire for a more balanced, self-aware approach to work.”

Interestingly, Musgrave noted, despite stepping back, many still expect to return to high-paying roles – thus, “seeking the best of both worlds: a break from the grind, without sacrificing future financial rewards”.

“I think this trend affects the candidate more than the firm,” she said.

“For the firm, it just reinforces the importance of checking in with staff and [having] flexibility.”

Dovetail Legal Solutions managing director Andrew Murdoch, who covers the in-house market, said this isn’t a trend he is seeing.

“At this stage of their career, in-house lawyers typically look to gain experience, rise through the ranks, and increase their salaries,” he said.

“The cost of living and housing makes it difficult to take time out at any level, particularly at the junior to mid-level.”

Moreover, Murdoch added, “in-house roles provide enough flexibility, variety, and stimulation that in-house lawyers may not feel the ‘grind’ as much as those in other professions or lawyers in private practice”.

Carlyle Kingswood Global Australian director (legal and governance, in-house) Phillip Hunter supported this, saying the ‘mini-retirement’ trend “hasn’t meaningfully touched” the legal profession yet.

Law remains, he opined, a structured, high-performance profession, as “corporates and firms are unlikely to hold roles open for extended breaks, nor is that typically expected”.

“When lawyers step away, it’s rarely impulsive. More often, it’s a well-considered decision following deep introspection, coaching, or burnout – not a sabbatical in the true sense,” he said.

“While wellbeing and purpose have rightly become more prominent in legal career planning, the reality is most professionals seek flexibility within the system rather than stepping out of it.”

This latest trend, Hunter suggested, “feels more like the next beat in the media’s generational work narrative than a trend with real traction in legal”.

This said, he mused, “it signals an ongoing shift: younger talent wants careers that accommodate life, not the other way around”.

Considerations with career breaks

While there may be some young legal professionals Down Under engaging in this latest trend – given the vocational structures inherent with career progression for lawyers – it is perhaps fair to presume that the trend will not take off relative to those in other sectors.

However, and as is well established at this point, the emerging generation of lawyers is much more sympathetic to, if not welcome of, the idea of less-trodden career pathways compared to their predecessors.

Against this backdrop and broader environmental, economic, and geopolitical considerations, the prospect of mini-retirements for lawyers should not be such a shock to the profession and its leaders.

For Daniel Stirling, the Australian director of G2 Legal, taking a break between leaving a job and starting the next one is a great idea.

“Unlike a holiday from work, you don’t have to think about what is happening in your absence and you don’t have any work emails to consider looking at. I also recommend this to the new employer, as there is an obvious benefit to them of their new team member starting with the company fresh and revitalised,” he said.

“That said, there is obviously a time limit to this, governed by the urgency in which the new employer needs you to start. In my experience, this is usually as soon as possible, but it can be increased in a situation where you manage to negotiate an early release or if it falls over a holiday period.”

This would, he said, “generally only equate to a few weeks, though, rather than several months of ‘mini-retirement’”.

The concept of a longer break of several months, Stirling advised, can “generally only work if you leave your current role and then look to find another one when you are ready”.

“There is a risk attached to this, of course, as it may be more difficult or take longer than expected, though you may be able to undertake contracting in the interim. You would have to assess your marketability in the current job market as well as your own financial situation,” he said.

“You would also have to be prepared to explain your reasoning to future employers in a clear and understandable way. Otherwise, you may be fortunate enough to find a role starting a few months later, but this would be rare in my experience.

“If you can manage the potential issues listed above, then I do believe this type of extended break could be excellent for your long-term health and wellbeing.”