Therapist Insights / Career, Values and Meaning at Work
Therapy for lawyers who hate their jobs.
Hating the work is not a character defect and it is not ingratitude toward a career other people wanted. For most lawyers it is a reading on the distance between what they value and what the week actually requires. This is therapy for attorneys sitting with that reading, delivered nationwide and entirely on a private-pay basis.
THE QUICK TAKEAWAY
Lawyers who hate their jobs are usually describing a fit problem rather than a defect of character. A study of 6,226 practicing lawyers and judges found autonomy, relatedness and competence correlated with attorney wellbeing at .66, .65 and .63, while income correlated at .19 and law review membership at .00. Twelve years after admission to the bar, about 19 percent of one national cohort were no longer practicing law, and 76 percent still said they were satisfied with the decision to become a lawyer. CEREVITY clinicians treat the dissatisfaction as information about fit, values and moral strain. The decision about whether to stay belongs to the lawyer.
§01 / 09 / Definition
Hating the job as information.
Hatred of the job, in most lawyers who report it, tracks a gap between the values that brought them to law and the values the daily work rewards. CEREVITY clinicians read that gap as information about fit rather than as ingratitude, because those two readings call for completely different work.
Almost nobody opens with the sentence that the work is meaningless. What gets said first is smaller and stranger than that. The Sunday feeling now starts on Saturday. There is no recent matter anyone was glad to win. The person saying it is good at this, which is the part that confuses them, because being good at something is supposed to settle the question of whether to keep doing it. Underneath all three sentences sits the same measurement: the distance between what a person believed legal work would ask of them and what it actually asks. Occupational psychology has an ordinary name for that distance, person-environment fit, and it has been studied for decades. A study of 6,226 practicing lawyers and judges across four states, published in the George Washington Law Review in 2015, found that the psychological needs predicting attorney wellbeing most strongly were autonomy, relatedness and competence, correlating at .66, .65 and .63. Income correlated at .19. Law school class rank correlated at .12. Law review membership correlated at .00. The variables the profession sorts people by turned out to be almost unrelated to whether the sorted were well. That finding does not instruct anyone to leave. What it does is establish that the feeling is measuring something real, and that the something is not personal weakness.
Five pressures specific to a legal career you have stopped believing in
Advocacy is not agreement
A lawyer argues the position rather than the truth, and doing that competently is the job rather than a corruption of it. The cost is still real. Years of taking a side you did not select, in matters you would not have picked, produce a fatigue that time off does not reach, because rest changes nothing about what you will be arguing on Monday.
The credential became the noun
Law supplies an identity rather than an occupation. Introduce yourself as a lawyer at a dinner and nobody asks a second question. Leaving therefore does not register as changing jobs. From the inside it registers as ceasing to be someone, which is a far larger thing to weigh on a Tuesday evening than a change of employer would be.
The cost was fixed before the doubt arrived
Debt and years of training are settled long before anyone learns whether the work suits them. That ordering is a structural feature of professional education rather than a personal miscalculation, and it means the bill for the decision arrives years before the information needed to make it. Every later calculation runs on top of a number that cannot be undone.
The ladder offers more of the same
Seniority in law usually means more of what is already there: bigger matters, longer hours, wider exposure. The reward for surviving the work is more work of the same kind. In the 2015 wellbeing study, junior partners in law firms were no happier than senior associates despite the greatly enhanced pay and status, which is worth knowing before a promotion gets treated as the repair.
The exits are invisible from inside
Everyone who left is somewhere else and nobody circulates a memo about it. The people still in the building are, by definition, the ones who stayed. So the sample any lawyer judges their options against is systematically missing the outcome they are most curious about, and the silence gets misread as evidence that nothing survivable lies on the other side.
▶ Research
The most useful finding in the lawyer wellbeing literature is a comparison rather than a number. Across 6,226 practicing lawyers and judges surveyed for the 2015 George Washington Law Review study, autonomy, relatedness and competence were roughly five times more strongly associated with wellbeing than income, grades and honors combined. Junior partners were no happier than senior associates despite the pay and the title. Attorneys in prestigious positions were less happy than attorneys in public service. Those figures are correlational and the response rate was 12.7 percent, so nothing there instructs any individual lawyer to do anything. What they establish is which variables are worth thinking about carefully, and which ones a person has probably already overweighted for a decade.1
What the dissatisfaction is actually made of
Competence is not consent
Being unusually good at legal work gets used, silently, as evidence against the feeling. The reasoning runs that a person who is bad at something is entitled to dislike it and a person who is good at it is not. Skill answers a question about capability. It answers nothing at all about fit, and treating it as a verdict keeps the real question closed for years.
The dread is anticipatory and it has a shape
What most lawyers describe is not misery during the work. It is the hour before the work, the inbox at 6am, the specific matter that appears in the mind on a Saturday. Anticipation runs on a different mechanism from the event, which matters clinically, because anticipatory dread responds to treatment even when the underlying job does not change at all.
Moral strain is not the same as exhaustion
Exhaustion is about volume. Moral strain is about direction. A 2025 paper in Frontiers in Psychology defines moral distress as distress arising because experience disrupts or threatens a person's beliefs or intuitions about right and wrong, and reserves the term moral injury for that distress when it persists. The two get confused constantly, and the confusion matters, because rest treats one of them and does very little for the other.
Who else is inside this decision
Ambivalence about legal work rarely stays inside the office. It shows up in how the evening goes, in what does and does not get said at the table, and in the way a household organizes itself around a schedule nobody in it chose. That is why this work sometimes widens to include when a demanding job reshapes life at home, and why the people around a lawyer often notice the drift before the lawyer names it.
The person you decided this with
A spouse or partner usually agreed to the hours on the understanding that they bought something. Reopening the question reopens that agreement, which is why so many lawyers rehearse the conversation for months and never have it. Where the strain has moved into the relationship itself, work with both people in the room often does more than another solo session.
The people who watched you become this
Parents, siblings and mentors carry a version of the story that ended at the bar admission. They are proud of a person who was assembled a long time ago and has kept going without much revision. Disappointing that version is a separate loss from the job itself, and it frequently arrives first.
The household that runs on the arithmetic
School fees, a mortgage, a parent being supported: these are real constraints and naming them is not weakness. What therapy can do is separate the constraints that are genuinely fixed from the ones that have simply never been examined out loud, which is a different exercise from being told what to do about them.
§02 / 09 / Telehealth
What predicts a lawyer's wellbeing.
Lawyer wellbeing tracks autonomy, relatedness and competence far more closely than it tracks income, grades or firm prestige. Attorneys weighing whether to stay have usually overweighted exactly the variables the research finds weakest, which is why the calculation keeps failing to resolve.
Autonomy predicts wellbeing; income barely does
In the 2015 George Washington Law Review study of 6,226 practicing lawyers and judges, satisfaction of three basic psychological needs was roughly five times more strongly associated with attorney wellbeing than the external markers the profession sorts by. Autonomy correlated at .66, relatedness at .65, competence at .63. Income reached .19, class rank .12, and law review membership .00. Attorneys in large firms and other prestigious positions were not as happy as public service attorneys, despite far better grades and pay.
Leaving is common, and it is not the same as failing
After the JD III, the third wave of a national study run by the American Bar Foundation and the NALP Foundation, followed lawyers admitted to the bar in 2000. Twelve years in, about 19 percent were no longer practicing law and under half were in private law firms, down from roughly 70 percent at wave one. Seventy-six percent still reported being moderately or extremely satisfied with the decision to become a lawyer. Departure and regret are not the same variable, and the data does not treat them as one.
Values move during training and rarely move back unaided
The same 2015 paper describes research documenting shifts, within the first year of law school, from helping and community-oriented values toward extrinsic, rewards-based values, and parallel shifts in motivation from interest, enjoyment and meaning toward more external reasons. A lawyer noticing at year eight that the work does not match what they came for is often noticing something that changed at year one, before any job existed to blame.
§03 / 09 / Mechanism
Why the exit decision is not the therapy.
Therapy does not decide whether a lawyer leaves. CEREVITY clinicians work on the terms of the decision: what the job is costing, what the dread is made of, and which parts of it would follow the person into any other building. The call itself stays with whoever has to live inside it.
A clinician who tells a lawyer to quit has stepped outside what they can actually see. They do not know the loan balance, the second income, the custody arrangement, the health insurance situation, the parent who is being supported, or how much uncertainty that particular person can hold without coming apart. Therapy is not career counseling and it is not financial planning, and a session that turns into either is a session that has quietly swapped a clinical question for an advisory one. The decision belongs to the reader. It always did. What is on offer here is narrower and, for most people in this position, considerably more useful: getting the terms of the decision clear enough that whichever way it goes, it goes on accurate information rather than on the mood of a bad week.
The first thing worth separating is what is treatable from what is structural. Persistent low mood, sleep that has stopped restoring anything, a dread that has generalized past work into weekends and holidays: these are clinical presentations with their own literature, and they distort every judgment made while they are running. A lawyer deciding their career in the middle of an untreated depressive episode is not weighing options, they are reading an instrument that is out of calibration. Sorting that out first is not a delay tactic. It is the difference between a decision and a symptom. Part of the early work is how a clinician separates ordinary pressure from an anxiety or mood disorder, and the answer changes what happens next in both directions: if the condition is treatable, treating it may change the reading entirely, and if the reading survives treatment, that is genuine information about fit.
The second thing worth separating is the state the decision is being made in. Most lawyers try to resolve the largest question of their working life at the end of the week, after fourteen hours of judgment calls, when the capacity to weigh anything carefully has already been spent on other people's problems. That is not a scheduling complaint. It is the way leaders lose access to their own judgment by the end of a long week, and it reliably produces two failure modes: the impulsive resignation drafted at midnight, and the indefinite deferral that presents itself as prudence. Neither is a decision. Both are what happens when a depleted person is handed a question that requires a rested one.
► Standard advice vs. CEREVITY's approach
Standard therapy
"Decide whether to quit, then work out how you feel about it"
CEREVITY
"Name what the work is costing, then decide with that in hand"
Standard therapy
"Treat the dissatisfaction as ingratitude and wait for it to pass"
CEREVITY
"Treat it as a reading on fit and find out what it is measuring"
Standard therapy
"Ask the clinician whether you should leave law"
CEREVITY
"Ask what you would need to know to make that call yourself"
| Standard insurance-based therapy | CEREVITY's specialized approach |
|---|---|
| "Decide whether to quit, then work out how you feel about it" | "Name what the work is costing, then decide with that in hand" |
| "Treat the dissatisfaction as ingratitude and wait for it to pass" | "Treat it as a reading on fit and find out what it is measuring" |
| "Ask the clinician whether you should leave law" | "Ask what you would need to know to make that call yourself" |
A break from the page
Clarity first. The decision stays yours.
A first inquiry is confidential and commits you to nothing. CEREVITY is a nationwide network of independent licensed clinicians working private-pay, with no insurance claim submitted and no diagnosis on a payer record. If you would rather understand what the job is costing before deciding anything about it, start with a private inquiry.
§04 / 09 / Cases
Common challenges we address.
The eighth-year who cannot say when the belief left
The patternSomeone who can date every promotion, every move between groups and every raise, and cannot locate the month the work stopped meaning anything. There was no incident. Nothing happened that would justify the size of the feeling, which is itself the reason it has gone unexamined for years: with no event to point at, the whole thing reads as unearned.
What we addressThe work starts by reconstructing the drift rather than hunting for an incident. Value change that happens gradually leaves traces in what a person stopped mentioning, stopped volunteering for and stopped defending at dinner. Where the story underneath turns out to be that the achievement never counted for the person achieving it, the useful direction is work on the gap between the record and the way it registers rather than another audit of the job description.
The litigator who is excellent at work she finds indefensible
The patternA lawyer who wins, gets the results, is asked for by name, and privately cannot square the outcomes with anything she believes. The skill is not in question and neither is the ethics of the representation. The conflict is between doing the job correctly and holding a view about what the job produces, and there is no professional vocabulary for that at all.
What we addressNaming it precisely comes first, because the available words are borrowed and they distort. Moral injury as a construct came out of military contexts and has been extended to healthcare and beyond, and importing it wholesale into legal work overstates what the evidence supports. The 2025 Frontiers in Psychology definitions are more useful here: distress that disrupts beliefs about right and wrong, with persistence as the line between distress and injury. Getting the term right changes what the work targets.
§05 / 09 / Methods
Evidence-based treatment approaches.
Therapeutic work with lawyers who hate their jobs draws on five approaches: acceptance and commitment therapy for values clarification, cognitive behavioral therapy for dread and rumination, structured decision work, psychodynamic work on identity fused to a credential, and focused attention to moral strain.
Acceptance and commitment therapy
A behavioral approach organized explicitly around values and committed action, which makes it a natural fit when the presenting problem is a values gap rather than a symptom cluster. The work is not about arguing yourself out of the dissatisfaction. It is about getting specific enough about what actually matters to you that the phrase stops being decorative and starts being usable as a criterion.
Cognitive behavioral therapy
Structured work on the anticipatory dread, the rumination that starts on Saturday, the catastrophic reading of a partner's two-word email, and the sleep that stopped restoring anything around year five. This is the part that treats the machinery rather than the meaning, and it is often what makes the larger question thinkable at all, because a lawyer who is sleeping can hold a hard question for longer than one who is not.
Structured decision work
Sessions that put the actual terms on paper: what is fixed, what has never been tested, what information would change the answer, and what each option would cost in something other than money. The clinician does not supply the answer and does not have one. What the format supplies is a rested hour, an outside question, and a record of what you thought before the next bad week rewrote it.
Psychodynamic and identity-focused work
Longer-horizon work on the part of this that has nothing to do with the current firm: the decision made at twenty-two, whose approval it was for, and what it has been doing since. Lawyers whose sense of themselves is fused to the credential often find the exit question unanswerable not because the arithmetic is hard but because there is no version of the self on the other side of it yet.
Focused work on moral strain
Attention to the specific conflict between what the work requires and what the person believes, treated as a real phenomenon with a real literature rather than as squeamishness. The 2025 Frontiers in Psychology framework separates moral distress from moral injury by persistence, and keeping that distinction visible prevents both the dismissal of the feeling and its inflation into a diagnosis it does not warrant.
§06 / 09 / Investment
Understanding the investment in private-pay care.
Private-pay, nationwide, and built for a decision that takes time
At CEREVITY, our online individual therapy sessions are structured as a direct investment in your mental agility and overall well-being. The investment includes:
- Licensed mental health professional specializing in confidential therapy for lawyers weighing their careers
- Evidence-based, one-on-one approaches proven effective for dissatisfaction, moral strain, anxiety, and low mood
- Flexible online scheduling including evenings and weekends
- Complete privacy with no insurance involvement or red tape
- Lawyers and attorneys expertise and understanding
- Outcome tracking and progress measurement
The cost of therapy for lawyers who hate their jobs going unaddressed
Consider what is at stake when therapy for lawyers who hate their jobs goes unaddressed:
What private-pay changes when the question is your career
Working outside of insurance means no claim submitted, no diagnosis sitting on a payer record, and no third party deciding how many sessions a career question is worth. For lawyers, that last point does more work than it first appears to. A person weighing whether to stay in law is not going to speak freely about it in a setting where the notes have a downstream audience, and a course of work that gets cut off at session six by a utilization review is not a course of work that reaches this material at all. View our current rates here: cerevity.com/our-pricing-for-therapy/.
Formats that fit a decision rather than a crisis
Care is delivered by secure telehealth nationwide across all 50 states. Most of this work sits well in the standard weekly session, because a question of this size benefits from being returned to repeatedly rather than settled in one sitting. Where a lawyer has a genuinely clear window and wants to cover ground, 3-hour intensive sessions can do in one block what would otherwise be spread across two months of interrupted weeks, which suits a trial calendar better than a standing appointment does.
§07 / 09 / Evidence
What the research shows.
The honest summary is that the research on lawyer wellbeing is unusually good on what correlates with feeling well and almost silent on what any individual should do about it. The 2015 George Washington Law Review study surveyed 6,226 practicing lawyers and judges across four geographically diverse states and found that autonomy, relatedness and competence predicted wellbeing at .66, .65 and .63, that internal motivation held at .55 even after regression, and that income, class rank and law review membership sat between .19 and .00. Attorneys in large firms and prestigious positions were less happy than public service attorneys despite better grades and pay. Junior partners were no happier than senior associates. The response rate was 12.7 percent and the design is cross-sectional, so causal claims are not available from it, but the pattern is large, consistent and pointed in a direction the profession does not organize itself around.
► What the lawyer research actually reports
correlation between autonomy and lawyer wellbeing, against .19 for income and .00 for law review membership.
George Washington Law Review, 2015
of lawyers admitted to the bar in 2000 were no longer practicing law twelve years later.
After the JD III, American Bar Foundation and NALP Foundation, 2014
of the same cohort still reported being moderately or extremely satisfied with the decision to become a lawyer.
After the JD III, American Bar Foundation and NALP Foundation, 2014
On the exit question specifically, the useful data comes from After the JD, a national longitudinal study of lawyers admitted to the bar in 2000, run by the American Bar Foundation and the NALP Foundation. By the third wave, roughly 19 percent were no longer practicing law and fewer than half remained in private law firms, against about 70 percent at the first wave. Seventy-six percent still reported being moderately or extremely satisfied with the decision to become a lawyer, a figure essentially unchanged across all three waves. Agreement that they would go to law school again slipped from 5.05 to 4.85 on a seven-point scale. Notably, the lowest satisfaction in the third wave was reported not by those still grinding in firms but by those working in business and no longer practicing law, at 63.4 percent. Leaving is common and it is survivable. Leaving is also not automatically the thing that makes a person satisfied, and any article that tells a lawyer otherwise is selling something the data does not support.
§§ / 09 / Recap
Key takeaways.
Five things to remember
- The feeling is a measurement, not a verdict Dissatisfaction in legal work tracks a gap between values and daily requirements, and that gap has been measured across thousands of attorneys. Reading it as ingratitude closes the only question worth asking, which is what specifically the gap is made of.
- The variables you have been weighing are the weak ones Income, grades and firm prestige correlate weakly with attorney wellbeing. Autonomy, relatedness and competence correlate strongly. A calculation that keeps failing to resolve is often a calculation running on the wrong inputs.
- Treat what is treatable before deciding what is structural Untreated low mood, sleep loss and generalized dread distort every judgment made while they are running. Sorting them out first is not a delay. It is what turns a symptom back into a decision.
- The call is yours and stays yours CEREVITY clinicians do not tell lawyers whether to leave law, because nobody in a therapy room can see the loans, the household or the risk tolerance well enough to be entitled to an opinion. What the work produces is a decision made on accurate terms.
- CEREVITY provides this through online individual therapy nationwide, with full privacy through its private-pay concierge network and no insurance involvement.
§08 / 09 / FAQ
Frequently asked questions.
Do lawyers hate their jobs?
Most lawyers do not, and the ones who do are describing something more specific than hatred. In After the JD III, a national study of lawyers admitted to the bar in 2000 run by the American Bar Foundation and the NALP Foundation, 76 percent reported being moderately or extremely satisfied with the decision to become a lawyer twelve years in. At the same time about 19 percent were no longer practicing law. Both figures are true at once. Satisfaction with having become a lawyer and satisfaction with the job you are doing on Tuesday are different questions, and a great deal of confusion comes from answering the second one with data about the first.
Why do so many lawyers hate their jobs?
Dissatisfaction among lawyers clusters around fit rather than around workload alone. Research on 6,226 practicing lawyers and judges found that autonomy, relatedness and competence were the strongest correlates of attorney wellbeing, at .66, .65 and .63, while income reached only .19 and class rank .12. Legal work in many settings is low on autonomy by design: the matters arrive, the deadlines are external, the positions are the client's. Add the documented shift during law school from community-oriented values toward extrinsic ones, and a lawyer can end up eight years into a career optimized for the variables that turn out not to predict feeling well.
What do I do if I hate being a lawyer?
Lawyers in that position usually benefit from separating three things that have fused together. First, whether there is a treatable clinical picture running underneath, because untreated low mood or chronic sleep loss will distort any career judgment made while they persist. Second, what specifically the job is costing, named in something other than hours. Third, what would follow you into a different building and what would genuinely stay behind. CEREVITY clinicians work on all three. None of that produces an instruction about whether to leave, and any clinician issuing one is guessing about a life they cannot see.
Why do lawyers leave the profession?
Departures from legal careers are common and they are not a single story. After the JD III found that twelve years after bar admission, roughly 19 percent of one national cohort were no longer practicing law and fewer than half remained in private law firms, down from about 70 percent at the start. Reported reasons in the wellbeing literature cluster around autonomy, the fit between values and daily work, and the relationship with supervisors, which correlated at .44 with attorney wellbeing. Money is present in every account and predicts far less than most lawyers expect it to.
Should I quit law?
Nobody outside your life can answer that, and a clinician who tries has exceeded what a therapy room can see. What CEREVITY clinicians can do is make the question answerable by you: establishing whether an anxiety or mood condition is currently distorting the reading, getting the actual costs and constraints stated out loud rather than assumed, and noticing when the decision is being attempted at 11pm on a Thursday by someone whose judgment has already been spent. Lawyers who do that work tend to make a decision rather than oscillate. Which way it goes is genuinely not the clinician's business.
Can a therapist tell me whether to leave law?
A CEREVITY clinician will not tell a lawyer to leave and will not tell one to stay. The reason is not squeamishness, it is scope: the loan balance, the second income, the health coverage, the parent being supported and the person's actual tolerance for uncertainty are not visible from inside a session, and a recommendation made without them is an opinion dressed as clinical judgment. What the work does instead is clarify the terms. Many lawyers find that once the terms are clear, the decision stops feeling like a coin toss and starts feeling like a conclusion they already held.
Is what I feel moral injury, or just a job I dislike?
Moral distress and moral injury are real constructs with a real literature, and both are frequently stretched past what they were built for. A 2025 paper in Frontiers in Psychology defines moral distress as distress arising because experience disrupts or threatens a person's beliefs or intuitions about right and wrong, and uses persistence to distinguish injury from distress. The construct originated in military contexts and was extended to healthcare, so applying it to legal work calls for care rather than enthusiasm. For most lawyers the accurate description is moral strain: a genuine conflict between the work and the belief, which is worth treating seriously without being inflated into a diagnosis it does not meet.
How does your private-pay pricing structure work?
As a private-pay concierge network, we offer structured investments in your mental health without the restrictions or privacy risks of insurance. You can review our full fee schedule and specific session lengths directly on our website. While this costs more than insurance copays, it provides the flexibility, total privacy, and highly specialized care that standard options cannot offer. View our current rates here.
How do you protect my privacy?
Privacy is foundational to our network. As a private-pay network, your sessions never appear on insurance records or EOBs that could be seen by employers, boards, or family members. We use HIPAA-compliant nationwide telehealth platforms, and you can attend sessions from anywhere with a private internet connection.
§09 / 09 / Begin
Name what it costs. Then decide.
If the job has stopped fitting and you would rather understand that than argue with it, the work exists. CEREVITY is a nationwide network of independent licensed clinicians providing confidential, private-pay care to lawyers across all 50 states. Call (562) 295-6650 or send a private inquiry.
Available by appointment 7 days a week, 8 AM to 8 PM (PST)§§ / Author
About Maria Gonzalez, PsyD.
Maria Gonzalez, PsyD
Dr. Gonzalez is a Licensed Psychologist offering therapy for executives, entrepreneurs, and high-achieving professionals. Her work integrates cognitive behavioral therapy, acceptance and commitment therapy, and psychodynamic approaches, calibrated to the demands of high-responsibility careers. She sees clients via CEREVITY's nationwide telehealth network. View full bio →
§§ / Sources
References.
- George Washington Law Review. What Makes Lawyers Happy? A Data-Driven Prescription to Redefine Professional Success. 2015. ir.law.fsu.edu
- American Bar Foundation and NALP Foundation for Law Career Research and Education. After the JD III: Third Results from a National Study of Legal Careers. 2014. americanbarfoundation.org
- Frontiers in Psychology. Moral trauma, moral distress, moral injury, and moral injury disorder: definitions and assessments. 2025. frontiersin.org
- U.S. Bureau of Labor Statistics. Lawyers: Occupational Outlook Handbook. 2025. bls.gov
- Office of Intramural Training and Education, National Institutes of Health. Sunk Cost Fallacy: How It Affects Career Decision-Making. 2025. training.nih.gov
- CEREVITY. High-functioning anxiety and depression therapy. cerevity.com/anxiety-and-depression-therapy
- CEREVITY. Decision fatigue therapy. cerevity.com/decision-fatigue-therapy
- CEREVITY. Family therapy. cerevity.com/family-therapy
⚠ Crisis resources
If you are experiencing a mental health crisis or having thoughts of suicide, please reach out immediately. 988 Suicide & Crisis Lifeline · Call or text 988 Crisis Text Line · Text HOME to 741741 National Alliance on Mental Illness · 1-800-950-NAMI (6264)
