In recent months, two high-profile disciplinary cases, one in Victoria, Australia, and the other in Alberta, Canada, have sent a clear message to the legal profession: misconduct, especially involving harassment and abuse of power, will not be tolerated.

These cases, involving lawyers, NK (Victoria) and RR (Alberta), differ in jurisdiction, scope, and legal frameworks. Yet they converge on a powerful theme: the legal profession is undergoing a cultural reckoning, and the standards for professional conduct are evolving to reflect a deeper commitment to respect, accountability, and workplace safety.

1. NK, Victoria, Australia

NK, a former law firm principal, was found guilty of 13 counts of professional misconduct and 1 count of unsatisfactory professional conduct by the Victorian Civil and Administrative Tribunal in August 2025.

The misconduct included:

• Sexual harassment and bullying of employees.
• Substance abuse that impaired his ability to practice.
• Trust account violations.
• Failure to supervise staff.
• False statements to the Federal Circuit Court.
• Posting a classified ad for sexual services using a former employee’s private phone number.

The tribunal recommended that NK be struck off the roll of Australian lawyers, barred from holding a practising certificate for five years, and restricted to working only as an employee solicitor for another five years. He was also ordered to pay $40,000 in costs.

Commissioner FM emphasized that the case reflects shifting community expectations and the importance of safe, respectful workplaces. The Victorian Legal Services Board has since introduced tools like an anonymous reporting system and a sexual harassment regulatory strategy to support cultural change in the profession.

2. RR, Alberta, Canada

In May 2024, Calgary lawyer, RR, a senior partner at a law firm and a newly appointed King’s Counsel, sent a 2,000-word email to dozens of colleagues inviting them to his annual golf tournament.

The email included:

• Sexualized and misogynistic language, referring to women as “a person with a vagina.”
• Mockery of transgender people, including offensive jokes about gender transition.
• References to past tournament behavior involving “dick picks” and other vulgar content.
• Innuendo suggesting sexual availability of women attending the event.

The backlash was swift. RR resigned from the law firm, and the Alberta government revoked his King’s Counsel designation, citing a failure to uphold the integrity and discretion expected of the title. While the Law Society of Alberta did not confirm whether a formal complaint had been filed, legal experts noted that the conduct could breach the Code of Conduct, particularly provisions on dishonourable behavior in private life.

3. Common Threads: Power, Trust, and Accountability

Though these cases differ in legal context and severity, they share a common thread:

• Abuse of power and trust in professional environments.
• Disrespect toward colleagues and staff.
• Standards around workplace conduct and accountability also reach legal workplaces.

Both NK and RR held positions of influence and seniority. Their actions not only violated ethical norms but also undermined the integrity of the legal profession.

4. Lessons for Legal Professional Leaders in their Workplaces

These cases offer critical lessons for lawyers:

• Clear Codes of Conduct. Organizations must have explicit policies that define acceptable behavior, including provisions on harassment, discrimination, and professional boundaries. These policies should be regularly reviewed and communicated.
• Safe Reporting Mechanisms. Staff with concerns about misconduct need confidential, accessible channels to report concerns. Anonymous and impactful reporting tools are encouraged.
• Cultural Leadership. Leaders must model respectful behavior and foster a culture where dignity, inclusion, and psychological safety are non-negotiable. This includes addressing microaggressions, unconscious biases, and power imbalances.
• Accountability Beyond the Courtroom. Misconduct doesn’t have to occur in a courtroom to warrant consequences. Emails, social events, and informal interactions are part of the professional landscape, and must be governed by the same standards of respect and integrity.

The legal profession is built on trust. When that trust is broken through harassment, bullying, or discriminatory behavior, the damage goes beyond reputational harm. It erodes the very foundation of professional practice.

As these cases show, disciplinary bodies are increasingly willing to act, and the consequences are real. But more importantly, they reflect a growing commitment to transforming workplace culture from a reactive discipline to proactive prevention.