Lyra Health Our global wellness provider, replacing the traditional Employee Assistance Program (EAP). Lyra offers confidential care, counseling, and a wide range of resources to support both you and your family - available anytime and in over 65 languages Through your Lyra benefit, you and your eligible household family members have access to 12 confidential mental health coaching or counseling sessions per person per year, at no additional cost to you. Lyra also includes stress management tools, mindfulness and meditation resources, crisis support, and more. This accessible, personalized wellbeing experience is available across all our regions. To get started, visit hoganlovells.lyrahealth.com and for more information, visit HL Thrive.
Local counseling and financial wellbeing resources
We provide access to in-house counseling and financial wellbeing support across a number of our offices. While services may vary by location, our goal remains consistent: ensuring our people have meaningful, accessible support for their mental, physical, and financial wellbeing. For further information and key contacts, visit HL Thrive.
Ramp Policy
The firm is committed to supporting Senior Associates returning from extended family leave by providing a temporary ramp-on/ramp-off period to support a successful and sustainable return to practice.
When returning from a qualifying period of family leave, performance expectations and/or bonus considerations may be adjusted for a limited period following your return, in line with applicable regional policies. These arrangements are designed to recognize your transition back to work while maintaining engagement with client matters and progression toward full utilization.
The structure, duration, and mechanics of any ramp period or adjustment differ by jurisdiction and are set out in local policies. Please contact your local People Team for further information.
Agile working and in-office presence
The firm believes in-office presence is an important part of our culture and critical to our success. Time spent together in the office helps our people build stronger relationships, collaborate more effectively, and learn through real‑time feedback. Being together in person deepens our understanding of our clients and our colleagues. We also recognize, including through feedback from the Pulse survey, that flexibility and personal autonomy are important to your professional development, engagement and wellbeing. We understand that there will be times when personal circumstances or unexpected events mean you are unable to be in the office on your usual days. We offer short term, informal flexibility to help you balance your work and personal commitments, in addition to the more formal agile working arrangements already available. Please refer to your regional or office specific agile working policies for further details.
Remote working outside home jurisdiction
The firm recognizes that there may be specific and exceptional circumstances in which our people may request wish to work in a country outside their home jurisdiction for a short period of time. Any plans should be discussed at an early stage with your supervising partner and relevant local leadership, and thereafter with Clare Eskriett (Head of Global Mobility) and your local HR team, who will coordinate a case-by-case review with the relevant internal teams. Formal approval is required, before any arrangements should proceed. Responding to occasional emails or calls during holidays does not constitute approved remote working. For further information, please contact your local People Team or Clare Eskriett (Head of Global Mobility).
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For more information about Hogan Lovells, the partners and their qualifications, see www.hoganlovells.com.
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