Former employment judge engaged in sexual behaviour towards female colleagues
An employment judge who specialised in diversity engaged in inappropriate sexual behaviour towards multiple female members of staff, an investigation has found.
Christopher Gaskell would have been removed from office had he not resigned in March, the Judicial Conduct Investigations Office (JCIO) said, following allegations of gross misconduct in the workplace.
In its investigation, which was published earlier this month, the JCIO determined that Gaskell, who served as a Diversity and Community Relations Judge in the Midlands, had engaged in a course of unwanted conduct. This included inappropriate touching of a member of staff, repeated inappropriate physical proximity and inappropriate sexualised behaviour towards multiple female staff members over an extended period.
Gaskell has categorically denied the allegations, maintaining that any conduct referred to has been wholly misinterpreted. But an unnamed senior judge brought in to investigate found the victims were credible and reliable.
The allegations were initially referred to the President of the Employment Tribunals before they were escalated to the JCIO.
The JCIO concluded the behaviour amounted to gross misconduct and abuse of position and authority, incompatible with the standards expected of a Judicial Office Holder. In reaching its decision regarding Gaskell’s removal, the JCIO considered the highly improper nature of the behaviour, the reputational risk to the wider judiciary, Gaskell’s failure to accept responsibility for his actions and notably, the emotional harm to those affected.
Employers’ responsibilities to prevent workplace harassment
The psychological impact of workplace misconduct can be significant. Those subjected to prolonged stress, incivility or harassment may experience long‑term psychiatric injury affecting their daily lives, including their capacity to work and to sustain professional and personal relationships.
Employers who fail to take reasonable steps to protect their workforce from harm expose themselves to legal and reputational risk. It is essential that policies, training, reporting channels and protective measures are not only well‑designed but effectively implemented in practice. Employers should ensure those in leadership roles are trained to recognise and address risk factors and early warning signs, that concerns are acted upon promptly and sensitively and that outcomes are monitored to confirm that interventions are effective.
From October 2026, the Employment Rights Act 2025 will oblige employers to take “all reasonable steps” to prevent sexual harassment in the workplace. It is therefore imperative that employers are vigilant in identifying areas of risk – for example where power imbalances exist between colleagues – and implement proactive safeguards. You can read more about this preventative duty and the recommended steps in my previous blog.
As the Judicial Conduct Investigations Office observed: “Judicial Office Holders should treat others fairly and respectfully, be mindful of the authority they have and be careful not to abuse it, be aware of how their words and behaviour may affect others, and act professionally and courteously.”
If you have suffered psychiatric injury as a result of harassment in the workplace, we would encourage you to reach out to our Workplace Bullying and Harassment Team for a confidential and complimentary conversation with one of our experts.
