Porn-addicted Law Firm Boss Suspended — Ordered to Pay $5,000 to 2 Employees
A recent decision by the New Zealand Lawyers and Conveyancers Disciplinary Tribunal highlights the serious consequences employers face when they expose workers to unsafe or inappropriate conduct. An Auckland sole-practitioner lawyer (whose name is suppressed) has been suspended after repeatedly displaying pornography in view of staff.
Background: Repeated Exposure to Pornography in the Workplace
According to additional coverage from RNZ, the misconduct occurred over several years, beginning around 2018. Two female staff members regularly saw explicit content clearly visible on the employer’s computer screen when entering his office — at times multiple times per day.
Employees asked him to reposition his monitor so the screen wasn’t visible from the doorway, but he refused. Over time, employees noted that he became slower to minimise or close the material when they entered the room, increasing their distress.
One employee reported that she felt unable to challenge the behaviour, fearing he would respond with anger or belittlement — reinforcing the unhealthy power imbalance in the workplace. Both workers ultimately required counselling due to the emotional impact.
Tribunal Findings: Misconduct, Harm and Penalties
The Tribunal found the lawyer’s actions amounted to serious professional misconduct. The full determination is summarised in a report by the New Zealand Law Society.
Key findings included:
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The lawyer demonstrated “wilful blindness” by refusing to reposition his screen despite repeated complaints.
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The repeated exposure created a “toxic and emotionally unsafe” workplace.
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The employer failed to implement any workplace policies, safeguards, or appropriate standards of conduct.
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The misconduct occurred over a prolonged period and had lasting consequences for the affected employees.
The Tribunal imposed several penalties, including:
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A three-month suspension
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A formal censure
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$5,000 emotional-harm compensation to each employee
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Orders to pay Tribunal and Standards Committee costs
Further employment-law commentary by HCAMAG highlighted the Tribunal’s emphasis on deterrence, noting that personal struggles or addiction do not excuse creating an unsafe workplace.
Why This Case Matters for New Zealand Employers
Employers Must Provide a Safe Working Environment
The Tribunal’s decision reinforces that employers carry a legal and moral obligation to ensure workplaces are free from harassment, intimidation and psychological harm. Exposing employees to pornography constitutes a serious breach of the duty of care.
Policies and Procedures Are Essential — Regardless of Business Size
The absence of even basic conduct or safety policies was a major aggravating factor in the decision. Even small firms or sole practitioners must have:
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Clear behavioural expectations
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Harassment and discrimination policies
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Confidential reporting pathways
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Adequate privacy and workstation arrangements
Power Imbalance Heightens Employer Responsibility
Both employees reported feeling unable to speak up due to fear of retaliation. Employers must recognise that silence does not equal consent — and the responsibility to act safely always sits with the person in power.
Real Financial and Reputational Risk
Emotional-harm compensation, suspension, and public reporting show that professional and reputational damage can be severe. The case also highlights the costs associated with Tribunal proceedings and legal oversight.
Practical Steps Employers Should Take Now
To avoid similar issues, employers should:
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Establish clear conduct, behaviour and harassment policies.
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Implement safe and confidential reporting channels.
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Ensure workplace layouts do not expose staff to unintended content.
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Provide training on appropriate behaviour and employer obligations.
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Act promptly and formally when issues arise — delays increase liability and harm.
Conclusion: Unsafe Conduct From Employers Will Not Be Excused
This case sends a strong message: personal struggles, addiction, or stress do not excuse harmful or inappropriate behaviour in the workplace. New Zealand employers must proactively uphold safety, respect, and professionalism — or face serious legal and reputational consequences.
Need Advice On an Employment Matter?
If you have legal concerns over empoloyee behaviour or conduct or need to respond to an employee workplace claim our experienced employment lawyers can help. We provide clear advice, strong representation, and support to ensure your companies rights are upheld.
Contact us at info@employmentlaw.co.nz or call +64 21 242 3200, Monday to Friday 8:30am–5:00pm, or visit us at 350 Jackson Street, Petone, Wellington.
