The Honourable Society of the Inner Temple (“the Inn”) is committed to maintaining an environment in which everyone is treated with dignity, courtesy and respect. The Inn seeks to uphold the highest standards of integrity, professionalism, inclusivity and collegiality in all aspects of its work and activities. Membership of the Inn carries with it both privileges and responsibilities. Bencher, barrister, judge, pupil, student and other members of the Inn (“Members”) are expected to conduct themselves in a manner that maintains public confidence in the legal profession, preserves the dignity and reputation of the Inn and fosters an inclusive and respectful community.
This Code of Conduct (“Code”) sets out the standards of behaviour expected of all Members of the Inn. It is intended to promote a culture of mutual respect, courtesy, fairness and accountability consistent with the values and traditions of the Inn and with contemporary professional and ethical standards. Members are expected to exercise sound judgment, act with integrity and contribute positively to an environment in which all individuals are treated with dignity and respect. This Code complements, but does not replace or override, any professional, statutory or regulatory obligations applicable to Members.
This Code applies to all Members of the Inn [1] irrespective of seniority or status, in circumstances including but not limited to the following: acting within the Inn; in professional practice; at educational or social events organised, sponsored or authorised by the Inn; during educational, mentoring or professional activities connected with the Inn; in online or digital communications; and in connection with the Inn’s facilities and other services. It extends to conduct occurring outside the Inn that may affect the safety, wellbeing, welfare, dignity or reputation of others and where another professional body may exercise formal jurisdiction over such conduct.
All Members are expected to exercise sound judgment and to uphold both the letter and the spirit of the Code.
A breach of this Code may result in action being taken by the Inn as set out in the Bench Table Orders (the Inn’s governance rules). Depending on the circumstances this may include sanctions, restrictions or conditions relating to attendance at events or training, access to Inn’s premises or facilities, eligibility for positions of responsibility within the Inn, suspension from participation in Inn activities or other appropriate measures.
Where necessary and appropriate, information relating to allegations, investigations or findings of unacceptable conduct will be retained on the Inn’s records and may be shared within the Inn, between the Inns of Court, or with relevant professional or regulatory bodies e.g. the Bar Standards Board (BSB) or Judicial Conduct Investigations Office (JCIO), including where reporting obligations arise, in line with data protection and data sharing policies.
[1. Employees of the Inn are expected to adhere to conduct expectations as set out in the Inn’s Employee Handbook, employment policies and procedures, and all applicable employment legislation. Where members of staff are concerned, matters relating to conduct, grievance, discipline, dignity at work, safeguarding and related issues will ordinarily be addressed in accordance with the relevant employment policies and processes. Nothing in this Code is intended to override or replace the contractual and statutory rights and obligations applicable to employees. Employees remain expected, however, to uphold the values, standards and reputation of the Inn in all aspects of their work and interactions within the Inner Temple community.]
Members of the Inn are expected to:
Further details of these expectations are set out below.
Unacceptable conduct may occur in person, in writing, online, by telephone or through social media or other electronic communications.
1. Promoting an inclusive, welcoming, collaborative and supportive environment, recognising and valuing equality and diversity in accordance with the Equality Act 2010
Members are expected to contribute actively to an inclusive, welcoming, collaborative and supportive environment in all Inn-related activities. This includes treating others with courtesy, openness and respect and seeking to ensure that all individuals – regardless of background, identity or protected characteristic – are able to participate fully and with dignity in the life of the Inn. Members should recognise and value equality and diversity not merely as compliance with the Inn’s Equality & Diversity Policy, but as a fundamental aspect of the Inn’s collegiate ethos and professional culture, and should take positive steps to foster constructive engagement, mutual support and a sense of belonging across the Inn’s community and the legal profession as a whole.
The Inn provides a bespoke online Equality and Diversity Training course, completion of which is mandatory (every five years) for all Governing Benchers; all members of Committees, Sub-Committees and Masters and Assistant Masters of Activities, any Bencher calling a student to the Bar and all Volunteers – i.e. those who attend or participate in any Education & Training activity in the capacity of teacher, group leader, assistant, mentor or ambassador for the Inn. The course is strongly recommended for completion by all Members.
2. Treat all individuals with dignity, fairness, courtesy and respect
Members are expected to interact with all individuals in a manner that reflects professionalism, courtesy and respect at all times, irrespective of status, role or personal circumstance. This includes communicating in a considerate and appropriate way; listening to others with attention and fairness; and refraining from conduct or language that could reasonably be perceived as dismissive, humiliating, hostile or unfair. Members should ensure that their behaviour supports a culture of mutual respect within the Inn and upholds the integrity and reputation of the profession.
3. Act in a manner which upholds the reputation and values of the Inn, the profession, the administration of justice and the rule of law
Members are expected to conduct themselves at all times in a manner that upholds and promotes the reputation, values and integrity of themselves, the Inn, the legal profession, the administration of justice and the rule of law. This includes acting with honesty, probity and professionalism in all Inn-related and connected activities and avoiding any conduct – whether within or outside the Inn – that could reasonably be perceived as undermining public confidence in the Inn, the profession or the justice system.
4. Abide by an express prohibition on bullying, harassment and sexual harassment and sexual misconduct
The Inn does not tolerate bullying, harassment, sexual harassment or sexual misconduct in any form, including conduct that falls short of serious misconduct or the legal definition of harassment under the Equality Act 2010, for example inappropriate and unwanted behaviour and humiliating, offensive or bullying behaviour that is not related to a protected characteristic under that Act.
For the purposes of this Code the Equality Act 2010’s definitions of harassment and sexual harassment and the ACAS definition of bullying apply as follows:
Members should consult the Inns of Court Anti-Harassment Policy for further guidance.
5. Maintain appropriate professional boundaries in relationships
Members are expected to maintain clear and appropriate professional boundaries in all relationships arising through the Inn’s activities, recognising the importance of trust, integrity and the proper use of position or influence. This includes being mindful of the potential for imbalance in status, experience or responsibility, and ensuring that personal, mentoring, teaching or supervisory relationships do not compromise, or appear to compromise, professional judgment or the fair treatment of others. Members should act with particular care where relationships could give rise to perceptions of favouritism, undue influence or conflict of interest, and should seek to preserve the integrity and objectivity of all interactions within the Inn community.
Members providing mentoring, teaching, supervisory or pastoral support to students or pupils must not initiate or engage in romantic or sexual relationships with those for whom they have such responsibility.
6. Be mindful of actual or perceived power and influence imbalances
Members should recognise and be mindful that seniority, professional standing, educational responsibility or social or institutional influence may create actual and perceived imbalances of power, influence or authority which require particular care and sensitivity in professional and personal interactions. Such imbalances can affect how conduct is experienced or interpreted by others. Members should exercise heightened care and sensitivity in these circumstances, ensuring that their behaviour does not exploit, reinforce or inadvertently create pressure, discomfort or inequality in relationships with others.
7. Avoid conduct which may be regarded as intimidating, humiliating, degrading, hostile, abusive or offensive
Members are expected to avoid any behaviour, communication or conduct that could reasonably be perceived as intimidating, humiliating, degrading, hostile, abusive or offensive. This includes being mindful of tone, language and manner in all interactions, and recognising that conduct may be unacceptable even where it is not intended to cause harm. Members should ensure that their behaviour contributes to a safe and respectful environment in which all individuals are able to participate without fear of intimidation, embarrassment or hostility.
8. Behave responsibly and professionally at events where alcohol is served, and not allow the consumption of alcohol to excuse or contribute to any conduct that is inappropriate, unsafe, or inconsistent with the standards required by this Code
Dining and social events form an important part of the collegiate and professional life of the Inn. Members are expected to behave responsibly, courteously and professionally at all times during such events, including where alcohol is served. The Inn will promote an environment that is safe, inclusive and respectful, including ensuring that non-alcoholic alternatives are available and taking reasonable steps to avoid pressure or expectation to consume alcohol.
The consumption of alcohol does not excuse or justify inappropriate conduct.
Behaviour arising in the context of alcohol consumption will be treated no differently from conduct occurring in any other setting and may result in action being taken under this Code or the Bench Table Orders.
9. Take appropriate action to challenge, report or otherwise address unacceptable or potentially unacceptable conduct
Members are expected to take appropriate and proportionate action where they become aware of conduct that may be, or has the potential to be, unacceptable or inconsistent with the standards of the Inn. This may include, where safe and appropriate, challenging behaviour in the moment, supporting those affected, or reporting concerns through the appropriate Inn channels. Members should exercise sound judgment in determining the most suitable course of action in the circumstances, having regard to their role, seniority and the context in which the conduct arises, and should prioritise the safety, dignity and wellbeing of those involved. Details of how to raise a concern or make a complaint are set out further below.
10. Abide by the barristers’ duty to report serious misconduct to the Bar Standards Board (“BSB”) in accordance with the current BSB Handbook
Barrister members should note that serious misconduct may give rise to reporting obligations under the BSB Handbook. In appropriate cases, concerns may also require referral to external bodies, including the Police, the BSB or the JCIO. Reporting routes are set out further below.
11. Abide by an express prohibition on the victimisation of those who have reported concerns regarding behaviour
The Inn encourages members to raise concerns regarding behaviour which may amount to bullying, harassment, sexual harassment or other misconduct. No person who raises a concern or complaint in good faith, or who participates in any investigation or process under this Code or the Inn’s policies and procedures, should be subjected to victimisation, retaliation or other detriment. Any such victimisation will itself be treated as a serious matter in line with the Bench Table Orders.
12. Adhere to all relevant Inn policies, including the Bench Table Orders, the Volunteer & Participant Code, the Equality and Diversity Policy and the Inns of Court Anti-Harassment Policy
The Code should be read alongside:
The Inn’s full Complaints Policy and online reporting form (including the option of submitting an anonymous complaint) is available here. A concern or complaint may consist of either a complaint made by an individual about another person, or a disclosure by one or more individuals regarding conduct issues involving a member. Concerns and complaints are often most effectively resolved when raised at an early stage. Individuals are therefore encouraged to raise issues as soon as reasonably practicable following an incident. However, the Inn recognises that there may be good reasons for delay and there is no time limit for raising concerns or making a complaint under this Code.
In the first instance, individuals are encouraged to raise their concern or complaint in confidence with one of the Inn’s trained staff members, known as Designated Complaints Handlers (DCHs), or through the form on the Inn’s website, anonymously or otherwise. If these channels are not available, concerns or complaints can be raised with a relevant staff member in person, by phone or by email. Staff contact details can be found here.
Other Reporting Routes
Routes for raising or reporting a concern or complaint include:
Individuals who raise a concern or complaint about a member’s conduct through an external reporting process are strongly encouraged to also inform the Inn via the Designated Complaints Handlers or anonymous reporting form. Awareness of concerns or complaints enables the Inn to consider whether any action is necessary to address risks, support those affected, help prevent similar issues from arising in the future and take appropriate steps to uphold the standards set out in this Code.
Updated July 2026