Prevention of Sexual Harassment at the Bar (Essentials)

The Worker Protection Act 2024 places responsibility on chambers to take active steps to prevent sexual harassment. Providing training is one of those essential preventive measures expected by regulators and the profession. While the Act itself does not specify training frequency, chambers must demonstrate they have taken reasonable steps, which include education and awareness-building for all. Should a case be brought before a judge they will expect all in chambers to have undertaken recent training.

The Act makes chambers responsible for preventing sexual harassment of all workers, not just harassment between colleagues but also harassment from clients and third parties. Chambers must establish clear policies, reporting mechanisms, and investigation procedures. Failure to take reasonable steps to prevent harassment can leave chambers and individuals exposed to legal liability, including employment tribunal claims and compensation awards.

The Harman Report, published in 2024, is the Independent Review of Bullying and Harassment at the Bar. It found that sexual harassment, bullying, and harassment remain widespread at the Bar and called for systemic change. The report recommends that chambers establish robust policies, provide training, ensure fair complaint handling, and foster a culture where harassment is not tolerated. These training courses directly address the Harman findings.

Yes. Sexual harassment covers unwanted conduct of a sexual nature and also extends to conduct that creates a hostile working environment based on sex or sexual orientation. It includes subtle behaviours like exclusion, dismissive comments, or offensive jokes—not only overt acts. What matters is the effect on the person experiencing it. This training covers the spectrum of harassment, helping staff recognise behaviour that might not fit stereotypes.

Report it to your chambers' designated contact(s), practice manager, or senior leadership. You are protected from retaliation for reporting harassment or supporting someone who has experienced it. Chambers cannot dismiss, demote, or treat you unfavourably for making a good-faith report. This training covers bystander intervention and your role in supporting colleagues, ensuring staff understand they are not passive observers but key to changing chambers culture.

This training uses real-life scenarios from chambers environments, covering situations staff actually encounter: interactions with barristers, clients, other staff, and at chambers events. The course explains harassment, power dynamics, and professional boundaries in chambers contexts. It also covers chambers reporting procedures, the role of bystanders in a small professional environment, and how to support colleagues who come forward.