Harman has changed the training chambers must deliver - is yours compliant?

Following the Harman Review, the Bar Council and Bar Standards Board expect chambers to deliver role-specific training for barristers, pupils, employees and workers. 
Wdidi provides high-quality, online training built for the Bar.
Aligned with the
Harman Review
Incorporates the Commissioner for Conduct Protocols
Incorporates Bar Council Toolkit training elements
Supports compliance with the Worker Protection Act

Your regulators have been clear.
They expect proactive action.

Bar Standards Board

The Bar Standards Board expects Chambers to take proactive steps to prevent and address bullying and harassment — not simply to react to complaints. Training must be role-specific, recent and demonstrably tailored to the regulated environment.

Bar Council

The Bar Council expects Chambers to confront entrenched hierarchies, end bullying & harassment and drive systemic cultural change. Training needs to do a lot more than satisfy minimum compliance obligations.

Wdidi training is built around those expectations, not retrofitted from a generic compliance course.  

Start by choosing who you are training.

Barristers and pupils are regulated by the Bar Standards Board, so while their right to be free from bullying and harassment is the same as any employee or worker, their obligations and the consequences of misconduct findings are different, which is why Wdidi runs separate, role-specific programmes for each learner group.
Option 1

Regulated barristers and pupils

Self-employed tenants & pupils and employed barristers.
Foundation

£70

+VAT | 40-45 mins (No CPD)
Recommended
Comprehensive

£180

+VAT | 120 mins CPD
Most chambers choose Comprehensive for the deeper dive into these major topic areas and for qualifying CPD.

Option 2

Non-regulated personnel

Clerks, administrators and other staff.
Foundation

£70

+VAT | 40-45 mins (No CPD)
Recommended
Comprehensive

£180

+VAT 
Choose Foundation for fast, lighter topic coverage. Useful refresher training.
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Buying for both cohorts? Add all the licenses you need to the cart and check out once.

Then choose Comprehensive or Foundation level content.

Not sure which to choose?

Our Comprehensive programme covers Bullying (in 28 minutes), Unlawful Harassment (in 30 minutes) and Sexual Harassment (in 25 minutes) as three separate modules, each with focused regulatory and behavioural content, extended guidance and scenario-based examples. It provides 120 minutes of qualifying CPD, plus quiz time.

Our Foundation course covers the same three topics in one learning module and in less detail.  This course is ideal as a quicker option or as a refresher.  It takes around 45 minutes to complete, plus a few minutes of quiz time.

Foundation
Comprehensive
Best for:
Fast, essential awareness
In-depth, scenario-rich detail
Duration:
40-45 minutes
120 minutes
CPD minutes:
None
120 minutes verified CPD
Price:
£70 + VAT
£180 + VAT (Bulk license discounts available)

Built by experts in bullying & harassment.

Founder Julia Gidney is a former leading employment law partner at top UK firms and former Group Head of People & Compliance for major international organisations, giving her a rare combined view of the legal and people-risk challenges across employees, workers and self-employed tenants.  Julia leads all Wdidi content, bringing in recognised Bar experts to validate it where necessary.

30+ years front line experience

Julia has handled employee complaints, claims and disputes of every kind across a three-decade career in employment law and people compliance.

Built for the Bar - not adapted

Programmes written directly for those working in and around the Bar. Sector-specific, role-specific flexible learning for regulated & unregulated learners.

Regularly updated content

Training built on a platform that allows for real-time content updates. When we know about a change, we update for it - so you don't have to.

Equality Act 2010 aligned.

Wdidi training reflects the Equality Act 2010's protections against discrimination, which apply to barristers, pupils, employees and workers alike, plus the sector-specific layers built on top: the BSB's Core Duties and Conduct Rules, the Commissioner for Conduct's protocols and the Bar Council's bullying and harassment Toolkit training recommendations.

Employers already have a legal duty to take 'reasonable steps' to prevent sexual harassment of their staff in the course of employment. From 30 October 2026, that duty becomes more demanding: employers must take 'all reasonable steps' to prevent sexual harassment and a separate new duty makes employers liable for harassment of their staff by third parties, covering any protected characteristic, not just sex. Training cannot discharge either obligation on its own, and Employment Tribunals are expected to scrutinise the quality and frequency of training specifically.  Wdidi training is built to meet that higher standard.

What your learners get.

  • High‑quality, online learning tailored to the Bar
  • 120 minutes of high-quality CPD for practising barristers
    (Comprehensive only)
  • Engaging, scenario‑based, video training and knowledge checks
  • Time-stamped course completion certificate
  • Personal login to a secure LMS platform. Start, pause and resume at any time.
  • Dashboard showing progress & module completion

See what the training looks like.

Write your awesome label here.

Easy admin & reporting.

Training that works for the person managing it, as well as the people taking it.
  • Bulk enrolment & easy additions
  • No room bookings / chasing down absentees
  • Audit trail for governance compliance
  • Content updates as they happen

Need it customised for your chambers?

Your branding, your policies, your messaging.

Frequently asked questions.

How did the independent Harman Review lead to changed training obligations?

Following Baroness Harman's independent review of bullying, harassment and sexual harassment at the Bar, the Bar Council and Bar Standards Board (BSB) have introduced a new Commissioner for Conduct, an agreed reporting protocol between the Commissioner and the BSB, and new reporting routes and thresholds, while reinforcing their existing expectation that chambers take proactive steps to prevent and address bullying and harassment, not just react to complaints. This includes providing role-specific training for barristers, pupils, employees and workers that is recent, tailored to the Bar and aligned with the Commissioner for Conduct's protocols, the Bar Council's Toolkit and the BSB's Core Duties and Conduct Rules.

What is the Commissioner for Conduct?

The Commissioner for Conduct is a role recommended by the Harman Review, now held by Dame Maria Miller. Reports can be raised with the Commissioner via "Talk to Spot." Under an agreed protocol with the BSB, reports assessed as meeting the threshold for serious misconduct are taken forward by the BSB; where they don't, the Commissioner supports the individual in raising their concern elsewhere. A separate agreement with the Lady Chief Justice and the Senior President of Tribunals also gives the Commissioner an informal route to raise concerns about a judge's behaviour — distinct from the formal complaints process handled by the Judicial Conduct Investigations Office (JCIO).

Do barristers and chambers employees need different training?

Yes. Barristers and pupils are regulated directly by the BSB, facing different professional consequences for misconduct findings than employees and workers, who are covered separately by employee-focused legislation including the Worker Protection Act. To address this and to allow for regulated personnel to receive content that is not relevant for unregulated personnel, Wdidi runs two separate, role-specific programmes: one for barristers and pupils and one for chambers employees and workers, rather than a single generic course for both.

Does this training help us meet the Worker Protection Act's "all reasonable steps" duty?

Training alone cannot discharge this duty but it's a critical, evidenced part of meeting it - and Wdidi training is built to support it. It covers contractual, policy and behavioural content and is designed to meet the higher standard for training quality and frequency that Employment Tribunals are expected to apply from 30 October 2026, when the duty is strengthened from "reasonable steps" to "all reasonable steps."

Chambers also face a second, separate compliance duty: while the Equality Act applies broadly to everyone, the Worker Protection Act specifically covers employed personnel. Our Barristers and Pupils training helps self-employed tenants (and pupils) understand chambers' obligations as an employer, so they can support chambers in meeting this duty. 

How much CPD does Wdidi's training provide?

The Comprehensive Programme provides 120 minutes of qualifying CPD for practising barristers, delivered as self-paced, video-based online learning across six modules covering the contextual environment to be changed, regulatory reporting routes & safeguards, behavioural expectations, bullying, unlawful harassment and sexual harassment.

How is Wdidi's training different from the Bar Council's own course?

The Wdidi Comprehensive programme and the Bar Council's course ("Tackling harassment, bullying and inappropriate behaviours")  are both 120-minute, Bar-specific programmes.  Both offer 120 minutes of CPD. The Bar Council course runs as a one-time Zoom session at £190 (+VAT) - correct as at time of creation of this FAQ.  Wdidi's Comprehensive Programme is an on-demand online E-learning programme with 12 months' access at £180 (+VAT), or £150 (+VAT) for bulk purchase.  Wdidi offers role-specific modules, auto-enrolment and a completion audit trail with bespoke options.

Who is Wdidi's training built by?

Wdidi's content is led by founder Julia Gidney, a former leading employment law partner at top UK firms and Group Head of People & Compliance for major international organisations, with over 30 years' front-line experience handling employee complaints, claims and disputes. Recognised Bar experts are brought in to validate content where helpful.

Is Wdidi's training kept up to date as the regulatory framework changes?

Yes. Wdidi's training platform allows for real-time content updates, so when the law or regulatory guidance changes — including the Equality Act, the Worker Protection Act, BSB Conduct Rules, the Commissioner for Conduct's protocols or the Bar Council's Toolkit — the training that sits in learner dashboards is updated quickly, without waiting for a scheduled review cycle.

How often should this training be refreshed?

The BSB recommends anti-bullying and harassment training be refreshed every three years or sooner, if chambers' policies change, personnel change or new regulatory guidance is introduced. Wdidi's platform allows for real-time content updates, so your learners can access refreshed training without chambers needing to commission new content each time.

Can we buy a mix of Foundation and Comprehensive for different people in chambers?

Yes. Many chambers choose Comprehensive for some learners and Foundation for others, depending on role, seniority or CPD needs. Simply add the licences you need, in any combination of Foundation and Comprehensive, for barristers/pupils or chambers employees/workers — to your cart and check out once - or - you can email us and at info@wdidi.org we will work through numbers and cost and invoice you directly.

Can an individual learner buy a single course?

Yes. Individuals can purchase a single Comprehensive or Foundation level licence directly, without going through chambers. They will receive an invoice and guidance on how to enrol, in just the same way.

What proof of completion is available for compliance and audit purposes?

Every learner receives a time-stamped course completion certificate and chambers get a dashboard showing progress and module completion across all learners, plus a full audit trail. This gives you clear, exportable evidence of who has completed training and when, which is useful for internal governance and for demonstrating training activity if a complaint, grievance or Employment Tribunal claim ever requires it.

Is this training suitable for pupils as well as tenants?

Yes.  Our programme for regulated learners covers both barristers and pupils. Pupils are typically already Called to the Bar and hold the professional status of a barrister but during pupillage they're in a supervised, dependent position, shadowing in the first six months, then practising under supervision in the second. This is exactly the kind of power imbalance the Harman Review identified as a particular risk. Our training addresses that dynamic directly, alongside the standards, reporting routes and protections that apply throughout pupillage and into tenancy.

Can training be scheduled to fit chambers' timeline, rather than by a single training mandate?

Yes. Wdidi's training is designed to flex around how your chambers operates.  It does not require a single fixed rollout. Common patterns chambers use include:
Induction training: for new pupils, tenants or staff joining chambers, assigned automatically as part of onboarding
Alternating refresh cycles: Foundation as an annual or interim refresher with the Comprehensive Programme repeated every second year.
Short update modules: issued as and when a relevant rule, reporting route or regulatory threshold changes, so learners aren't waiting for the next training cycle to stay current.
Follow-up knowledge checks: typically 3–6 months after initial training, to reinforce learning and evidence ongoing engagement. 
Role-triggered training: for example when someone becomes a pupil supervisor or takes on a management or leadership role in chambers

These patterns and others, tailored to your chambers, are available by agreement. Get in touch to discuss what would work best for your training cycle.

Outstanding training for those who work in and around the Bar of England and Wales.

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