Managing Harassment, Bullying & Inappropriate Behaviour for the Bar

The Harman Report found widespread bullying, harassment, and sexual harassment at the Bar affecting members' wellbeing and careers. It criticised systemic failures including inadequate policies, weak complaint procedures, and cultures that discourage reporting. Chambers are expected, by the BSB and Legal Services Board, to implement the report's recommendations, which include robust prevention, fair complaint handling, and cultural change, all starting with training. This bundle addresses each of the Harman recommendations directly.

First-tier complaints handling is a new BSB regulatory requirement under outcomes C26 and C27 and rules C99–C109. Chambers must receive, manage, and investigate complaints internally before referring to the regulator. Mandatory data collection on complaints handling begins in June 2026, requiring chambers to report on complaint numbers, timelines, and outcomes. Chambers that do not have procedures in place face regulatory breaches. This training covers the new rules and how to implement compliant procedures.

Heads of chambers, EDOs, those sitting on management committees, senior staff and anyone involved in complaints handling should complete this full training bundle. This bundle provides comprehensive training to meet the BSB's expectations. All barristers should complete the anti-bullying and sexual harassment module, and those who are involved in the complaints process should complete Complaints Handling training.

Bullying includes repeated, unreasonable behaviour intended to humiliate or intimidate, like excessive criticism or unfair allocation of work. Harassment includes unwanted behaviour based on a protected characteristic (sex, race, disability). Sexual harassment is unwanted conduct of a sexual nature or conduct that creates a hostile environment based on sex. Many situations involve overlap. This bundle covers the legal definitions and helps chambers distinguish between types of misconduct, ensuring proper categorisation and response.

The person receiving a disclosure should take it seriously, listen without judgment, and explain chambers' procedures. They must not promise confidentiality if it prevents the chambers investigating. Support should be offered, including counselling or mentoring. The person should know what happens next and be kept updated. Chambers must investigate fairly and timely. Both the complainant and respondent must be treated with dignity. This training covers disclosure procedures, support options, and how to begin an investigation.

Bystanders are essential to cultural change. When colleagues intervene—supporting the person affected, reporting to leadership, or challenging behaviour in the moment—they signal that misconduct is not accepted. Bystanders are protected by law from retaliation for reporting or supporting someone. The Harman Report emphasised that change requires active intervention, not silence. This bundle covers practical, safe ways to intervene and emphasises that bystanders are not passive observers but agents of change.