A solicitor was struck off by The Solicitors Disciplinary Tribunal after finding he had sent inappropriate sexually motivated messages to three women between 2022 and 2024.
The tribunal’s chair reported: “Alexander’s departure from the standards of integrity, probity and trustworthiness expected of a solicitor was so serious that the protection of the public and the maintenance of public confidence in the profession required that he be struck off the Roll.
“Members of the public, properly informed of the facts, would consider it unacceptable for a solicitor who had behaved as Alexander had behaved to be permitted to continue to practise.”
The case highlights some of the issues HR should be considering when preparing for the implementation of the Employment Rights Act 2025’s re-introduction of employer liability for harassment of their workers by third parties, Ben Smith, senior associate at law firm Littler, noted to HR magazine.
Smith said: “Employers should think carefully about how their workers may interact with third parties at work in order to assess the risk of harassment.
“This case shows how even anodyne professional interactions can give rise to an opportunity for harassment to take place, particularly over more ‘informal’ channels like WhatsApp or Facebook messages.”
Smith said: “In addition, [following] the ERA 2025’s expansion of the employer duty to prevent sexual harassment at work, [employers will be required to] take all reasonable steps to prevent sexual harassment at work.
“Employers should be looking at carrying out or updating a risk assessment to identify risk areas and put in place measures to prevent sexual harassment. That might include training for staff, clear policies to set expectations for behaviour, steps to mitigate particular risk areas (such as during work trips or social events), as well as strong processes to investigate complaints when they are received.”
