Stamping out bullying at the Bar – first policy to create cultural reform announced
New reporting rules designed to make it easier for barristers to seek advice about bullying and harassment in the workplace have been introduced as part of ongoing reforms at the Bar.
The changes, announced by the Bar’s first Commissioner for Conduct, Dame Maria Miller DBE, remove the requirement for colleagues to automatically report concerns to the regulator when someone confides in them.
Previously, the confidant was under a duty to report the issue to the Bar Standards Board (BSB). It was recognised that this mandatory reporting requirement discouraged victims from speaking up or seeking advice in the first place.
Under the new protocol, confidants can instead report concerns directly to the Commissioner or through the anonymous helpline, Talk to Spot, helping victims speak openly and access support without immediately triggering formal action.
It is the first policy announced by the Commissioner for Conduct – a role created in rapid response to Baroness Harriet Harman KC’s independent review into bullying, harassment and sexual harassment at the Bar, released in September 2025.
Why reform is needed
Research indicates a quarter of practising barristers have experienced workplace bullying or harassment, with the figures soaring to 40% for female professionals, and 48% for women from ethnic minority backgrounds.
Although the Bar Standards Board (BSB) provides a general framework governing barristers’ professional conduct, the previous rules surrounding misconduct did not expressly prohibit bullying. That created ambiguity regarding the threshold for misconduct, and how certain concerns should be addressed.
This uncertainty was made worse by the way barristers’ chambers operate. Because chambers are largely unregulated, there is no single, standard approach to anti-bullying and harassment policies, leaving victims and bystanders unsure where to turn.
Baroness Harman’s review proposed closing this gap with a revised code of conduct and accompanying BSB guidance that defined unacceptable behaviour and standardised sanctions, particularly in relation to bullying.
Harman proposed 36 recommendations aligned with key pillars of positive workplace cultures: consistency and transparency, empowerment of victims and bystanders, and enhanced accountability.
Importantly, the proposed reforms seek to tackle the culture of impunity that has historically placed the burden on victims, while protecting perpetrators.
More changes on the horizon
Dame Maria says her role is not limited to complaints-handling. The Commissioner is expected to provide guidance, support and practical resources to chambers and others working in and around the Bar, to ensure that all members of chambers are aware of the policies that are in place.
In June, the Council produced a toolkit designed to assist chambers in adopting clearer expectations and more consistent procedures, in line with Harman’s proposed reforms.
In a profession that is largely self-employed and often lacks the structures of a conventional workplace, these resources will prove central to implementing lasting cultural change.
The Commissioner’s appointment is an important first step, bringing oversight and support. But to ensure lasting change, Miller’s efforts must be matched by sustained commitment across the profession.
Bullying and harassment at work should never be tolerated. If you have been the victim of such misconduct in the workplace, we encourage you to reach out to Bolt Burdon Kemp for a free and confidential conversation with one of our experts.
