Breast cancer affects millions of women worldwide, and early detection through regular mammograms is crucial for effective treatment. Henriette Morton of BridgehouseLaw recently received a breast cancer diagnosis, highlighting the importance of health screenings and compassionate workplace policies. Henriette’s story, coupled with the firm’s forward-thinking approach to Unlimited Paid Time Off (UPTO), underscores how supportive work environments can make a profound difference during challenging times.

Personal Experience and Diagnosis

• Can you share a bit about your journey leading up to your diagnosis and how you initially felt upon receiving the news? Since I go for yearly mammograms and never miss an appointment, getting the news was a real shock. It felt like a punch in the gut. But I’ve learned that I have a much larger and more supportive village than I ever realized, and that’s been really grounding for me.

• How has your perspective on work-life balance changed since your diagnosis? Before my diagnosis, BridgehouseLaw always promoted a great work-life balance by offering up to 30 days of Paid Time Off, similar to what European companies have enjoyed for as long as I can remember. Now, we’ve transitioned to an even more generous Unlimited Paid Time Off system. Productivity has increased while absences have decreased. It’s weird because even with this new UPTO policy, we don’t feel pressured to use it. Whenever someone needs a day off or several days off, they ensure their workload is covered and just submit their requests to HR. For me, it feels like a security blanket that makes you feel warm, comfortable, and safe. I never thought this would happen to me, but now that I’m facing the dreaded “Big C,” it’s reassuring to know that Bridgehouse has my back during this time of healing and recovery.

Support from BridgehouseLaw

• How did BridgehouseLaw respond when you shared your diagnosis with them? I’ll be honest, I was extremely nervous. Thankfully, I delivered the news with my friend and colleague, Dathan D’Agostino, who was also with me when I first got the shocking news. When I told the owner of Bridgehouse, Reinhard von Hennigs (the best boss anyone could ask for), he paused, looked down at his water glass, looked up at Dathan, then back at me and said, “Whatever you need from us, you know that you have it. This is about you getting better, so don’t worry about work during this time. Just focus on you. This is why we now have Unlimited PTO.” And just like that, I felt an enormous weight lift off my shoulders! Since that day, I’ve told everyone at the firm, and they’ve been so supportive. I’m very humbled by that.

Unlimited PTO Policy

• How has the Unlimited PTO policy impacted your ability to manage your appointments, treatment, and recovery process? There haven’t been any issues with managing my appointments. I feel so lucky to work for a forward-thinking company and not one that refuses to modernize its policies, clinging to an antiquated mentality in this post-pandemic world. It’s reassuring to know that at BridgehouseLaw, we’re not punished when life throws a metaphorical semi-truck at us. I still can’t believe how U.S. companies only offer their employees 1-2 weeks of vacation and maybe 6-12 sick days a year. And let’s not even talk about maternity leave! Everyone at BridgehouseLaw feels like we’ve won the job lottery. We work hard, laugh harder, and—though it’s not the correct phrase—we’re rewarded the hardest.

• What aspects of the Unlimited PTO policy have been most beneficial to you during this time? With appointments sometimes given to me at a moment’s notice, I just submit my request for time off, and it’s approved within an hour or less. It’s such a well-designed system, both in terms of policy and logic.

Work Environment and Culture

• How has the supportive environment at BridgehouseLaw affected your morale and outlook during this challenging time? I won’t lie, there have been times when I just break down and cry. No one tells me to get over it or do that elsewhere. They just encourage me to let it out, and they don’t mind that I’m in my “feels.” That’s what I love about them. It’s a family, and they lift me up instead of kicking me down. They help me feel empowered to beat this—mentally, physically, and emotionally!

Advice and Insights

• What advice would you give to other employees who might be going through similar health challenges? My advice to other employees going through similar health challenges is to first and foremost prioritize your health. Don’t hesitate to take the time you need for appointments, treatments, and rest. Communicate openly with your employer about your situation—they may be more supportive than you expect. Lean on your support system, whether it’s family, friends, or colleagues; having people to talk to can make a big difference. Lastly, don’t be afraid to express your emotions. It’s okay to feel vulnerable and to ask for help. Remember, taking care of yourself is the most important thing, and everything else will follow.

• How do you think companies can better support employees dealing with serious health issues? Like BridgehouseLaw, companies can better support employees dealing with serious health issues by fostering a compassionate and flexible work environment. Implementing policies like Unlimited Paid Time Off or flexible work schedules can make a huge difference, and it’s easier to implement when you have measurable metrics such as monthly or annual billable hours in law firms, or commissions, quotas, and goals in retail. It’s important for companies to communicate clearly that employees’ health and well-being come first. Providing access to mental health resources, counseling, and support groups can also be incredibly beneficial. Additionally, creating a culture of understanding and support, where employees feel safe to share their challenges without fear of judgment or repercussions, is crucial. By prioritizing these measures, companies can help their employees navigate difficult times with more ease and confidence.

Future Outlook

• What are your hopes and goals for the future, both personally and professionally? To become a Sugar Mama! I joke, but my hopes and goals for the future, both personally and professionally, are to continue focusing on my health and well-being while also contributing meaningfully to my team at BridgehouseLaw. Personally, I hope to fully recover and embrace a lifestyle that prioritizes my physical and mental health. Professionally, I aim to leverage the support and flexibility offered by BridgehouseLaw to maintain a strong work-life balance, allowing me to be productive and innovative in my role. I also hope to advocate for policies that support employees facing health challenges, ensuring that everyone feels valued and supported, just as I have been.

• How do you see the Unlimited PTO policy shaping the work culture at BridgehouseLaw in the long term? The Unlimited PTO policy at BridgehouseLaw is shaping our work culture in incredibly positive ways and will continue to do so in the long term. This forward-thinking policy not only supports our employees’ well-being but also serves as a goldmine for recruitment and retention. Talented team members are acutely aware of what other companies offer, and they pay close attention to policies and benefits. By embracing Unlimited PTO, we’ve seen increased productivity, reduced absenteeism, and a more engaged and satisfied workforce. We encourage other companies to shed their outdated policies and step into this exciting new world. By adopting modern, flexible policies like Unlimited PTO, companies can attract and retain top talent who value a healthy work-life balance. Sticking to antiquated policies not only hinders your ability to attract new talent but also risks losing your best employees to companies that prioritize their well-being. The future of work is about flexibility, compassion, and support—embrace it, and watch your organization thrive.

Click here to learn more about how our Unlimited Paid Time Off (UPTO) policy works.