Midyear Meeting

Should lawyers get billable-hour credit for time off? It should be encouraged, ABA House says, but not before debate

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digital detox

Resolution 505 encourages all legal employers to adopt policies and practices that provide attorneys with at least one consecutive week of uninterrupted time each year during which they are relieved of work-related communications and responsibilities. (Image from Shutterstock)

What can make the ABA House of Delegates have an hourlong lively debate? Apparently, it’s a resolution aimed at helping ease lawyer stress and achieve a better work-life balance.

Midafternoon, after hours of discussion and speeches, not to mention lunch, the Young Lawyers Division offered up a resolution aimed at encouraging legal employers to take seriously the concept of unplugged time to help relieve lawyer stress and burnout. The resolution passed 200 to 144—but not before two amendments to the resolution were debated and defeated.

Resolution 505 encourages all legal employers to adopt policies and practices that provide attorneys with at least one consecutive week of uninterrupted time each year during which they are relieved of work-related communications and responsibilities. The resolution further encourages legal employers to designate a colleague to manage work-related communications and responsibilities to “ensure attorneys can take meaningful breaks while maintaining client service and professional obligations.”

At issue was a portion of the resolution that says the ABA “encourages all legal employers to provide billable-hour or paid time-off credit for employees who take time.” The defeated amendments were aimed at tweaking or removing the language.

Sullivan Collins Saint of North Carolina, a delegate for the Young Lawyers Division, said removing the language would make the resolution a “hollow gesture.”

“We know the reality of our profession is that lawyers measure their value in billable hours,” said Saint before the first amendment was voted down. “If taking time off means falling behind on billable targets, many attorneys will choose not to do that.”

Follow along with the ABA Journal’s coverage of the 2025 ABA Midyear Meeting here.

The House of Delegates also passed a resolution urging all legal employers to adopt policies and practices that promote flexible work arrangements. This could include permitting lawyers time off to address personal and family needs beyond what is permitted under federal and state laws. Law firms and other legal employers should establish clear, equitable and written polices for flexible work arrangements, according to Resolution 506.

In addition, Resolution 506 states that legal employers should provide lawyers with “the tools and resources necessary for them to be successful” with their flexible work arrangements.

Flexible work arrangements refer to alternative schedules allowing employees to vary their work hours, location or structure. These arrangements can include options such as working from home or flexible start and end times, according to the report accompanying Resolution 506.

Flexible work arrangements allow lawyers to spend more time with their families and maintain their mental health and well-being by, for example, reducing commute times. Millennial and Gen Z lawyers are more likely to switch positions if they don’t offer flexible work arrangements, according to the report.

Both resolutions were sponsored by the Young Lawyers Division.