Assistant headteacher banned for sending sexual messages to staff

An assistant headteacher has been banned from teaching after a professional conduct panel found that he sent sexually motivated messages to three members of staff.

Russell Gregory was working as Assistant Headteacher, responsible for the ‘ethos and outcomes’ at Clevedon School, Somerset, when he sent a series of inappropriate WhatsApp messages to colleagues in 2023. Some of those colleagues were junior members of staff.

The Teaching Regulation Agency professional conduct panel found that Gregory had failed to maintain appropriate professional boundaries and had brought the teaching profession into disrepute.

Power imbalances and workplace harassment

Cases like this are an important reminder that inappropriate workplace behaviour cannot always be viewed in isolation from the power relationships surrounding it.

As an assistant headteacher, Gregory occupied a senior position. The panel described him as a “high-profile leader” within the school and there was “an evident power dynamic” because of the difference in seniority between him and other staff participating in the WhatsApp group. The panel concluded that, as both a teacher and senior leader, he had a duty to behave properly and professionally.

When inappropriate behaviour comes from somebody senior, it can place the victim in a difficult position. Employees may worry about the consequences of challenging somebody who has greater authority or influence over their working life. Concerns about career progression, workplace relationships or having to continue working alongside that individual can all make speaking up feel difficult.

This case also highlights that speaking up does not necessarily bring inappropriate behaviour to an end. The panel heard staff members had asked Gregory to stop on one or more occasions.

Creating workplaces where people can speak up

Employers need to consider not just how individual complaints are handled, but also whether their workplace culture enables inappropriate behaviour to develop or continue unchecked. They should create an environment where professional boundaries are clear and staff feel confident that concerns about harassment or inappropriate behaviour will be taken seriously, regardless of the seniority of the person involved.

Futura Learning, the multi-academy trust responsible for the school, said Gregory had not worked for the trust since 2023, that concerns had been investigated promptly and fairly, and that it was committed to a working and learning environment free from harassment and discrimination.

Supporting victims of workplace harassment

At Bolt Burdon Kemp, we regularly represent people who have suffered serious psychological harm following workplace bullying and harassment. A recurring issue is the difficulty victims can face in speaking out, particularly where the alleged perpetrator holds a position of seniority or authority.

The responsibility should not fall solely on individuals to challenge inappropriate behaviour. Employers must foster workplaces where boundaries are respected, complaints can be made safely and those who come forward can trust that they will be listened to.

The real test of a positive workplace culture is not simply whether misconduct is addressed once reported, but whether employees feel safe enough to report it in the first place.