The legal profession is known for its high-pressure environment, where long hours, intense competition and a constant drive for productivity are the norm. While these factors can contribute to professional success, they also contribute to stress, burnout and unhealthy workplace dynamics.
Workplace bullying and harassment in the legal profession can deeply affect both individuals and workplace culture. Intimidation, belittling comments, excessive criticism and even physical aggression create an atmosphere of fear and stress, leading to diminished confidence, reduced job satisfaction and long-term harm to legal professional’s mental well-being.
To address this significant issue in the profession, in 2025, the Law Society created the Bullying, Harassment and Discrimination Task Force, which will make recommendations for appropriate regulatory responses, including alternative processes.
What can law firms do to address the issue?
A study by the Workplace Bullying Institute found that 37 per cent of workers have experienced bullying, with 57 per cent of the victims being women. The majority of bullies are in positions of authority, often targeting experienced employees, particularly women in their forties.
The International Bar Association found that 57 per cent of bullying cases go unreported, mainly due to fear of retaliation and the belief that such behaviour is common in the workplace. Over 60 per cent of respondents who experienced bullying indicated they left workplaces that lacked support.
Without proactive measures, these pressures can lead to a work culture that negatively impacts employee well-being and retention. Law firms can take several steps to address burn out, such as using technology to enhance efficiency, reducing unnecessary meetings, establishing wellness teams and creating strategies to retain, motivate and engage employees.
Here are some strategies law firms can implement to help cultivate a healthy work environment and reduce workplace bullying and harassment:
- Acknowledge the issue: Bullying and harassment must be recognized for what they are—serious concerns that can’t be brushed aside. Legal firms need to take responsibility by investigating complaints and taking appropriate action.
- Lead by example: Change starts at the top. Leadership should not only address bullying but set an example by modeling respectful behaviour themselves. Their influence is vital in shaping a safe workplace culture.
- Prioritize training: Specialized training should be mandatory to ensure that all employees are familiar with the firm’s bullying and harassment policies. Employees should know how to respond to incidents and understand how to protect themselves and others.
A commitment to well-being, accountability and fairness is essential for a thriving legal profession. By addressing workplace bullying, firms can improve job satisfaction, protect employees’ mental health and foster a more productive and reputable work environment.
Lawyers, articled students, law students and support staff of legal employers who have a concern or a question are encouraged to contact the Equity Advisor at
equity@lsbc.org or 604.605.5303. For more resources, visit our
Advice Decision-Making Assistant page.
