Evidence a culture your regulator, clients and people can trust.
Regulators increasingly treat bullying and harassment as conduct issues. HeartBrain gives partners and boards a measurable view of culture and a fair process for handling misconduct concerns.
For law, accountancy, consulting and financial firms
In session
14:00 – 15:00Meeting Room 4.1
Corporate team · Associates pulse review · Q3
FCA and SRA
Growing focus on non-financial misconduct and workplace culture
Worker Protection
Evidence the reasonable steps the preventative duty requires
5+ responses
Results only shown above a privacy threshold of five
Verified UK law
Resolve analysis grounded in official legislation
What partners and boards tell us
Culture is now a conduct question, and hierarchy keeps concerns quiet.
Culture is now a conduct issue
Bullying and harassment can raise regulatory and reputational questions, not just HR ones.
Hierarchy silences concerns
Junior staff may not speak up about senior colleagues who control their careers.
Boards want evidence
Partners and boards need measurable proof that culture work is having an effect.
Evidence your board and regulator can rely on
Rigorous measurement and a fair, documented process for concerns.
Prevention and fair process
Resolve
Structured, source-checked analysis of misconduct concerns, supporting a fair and well-documented process.
Learn moreContinuous listening
Pulse
Fortnightly evidence of whether culture actions are working, by practice area or office.
Learn moreWhole-company insight
Culture
A rigorous, comparable baseline for partners and boards, with psychological safety at its core.
Learn moreIndependent human judgement
Experts
Independent investigators and employment lawyers when a matter needs external judgement.
Learn moreGive the board measurable proof of progress
A defensible record of how culture is measured, acted on and improved.
Culture baseline
A rigorous baseline by practice area and office, with psychological safety and conduct at its core.
You Said, We Did
You said: Junior staff do not feel able to challenge senior colleagues.
We did: Introduced an independent speak-up route and partner training.
Illustrative example.
Questions your people answer, partner to trainee
Confidential, anonymous and shown only above five responses.
Sector example
"Senior colleagues are held to the same standards as everyone else."
Strongly disagreeStrongly agree
Sector example
"I could challenge a partner's behaviour without it affecting my career."
Strongly disagreeStrongly agree
Sector example
"Long hours are never used to justify poor treatment of colleagues."
Strongly disagreeStrongly agree
Meeting regulatory expectations on conduct
Non-financial misconduct, workplace culture and the duty to prevent harassment.
FCA and SRA expectations on non-financial misconduct
Culture data and a documented response process help firms show they identify and act on bullying and harassment.
Worker Protection Act 2023: duty to take reasonable steps to prevent sexual harassment
Regular measurement, a record of the actions you took and early sight of live issues help evidence reasonable steps.
Acas Code of Practice on disciplinary and grievance procedures
Resolve organises the facts and timeline so grievances are handled fairly, consistently and promptly.
Information, not legal advice. HeartBrain supports, but does not replace, your own compliance responsibilities.
What could keeping senior talent save your firm?
Losing an experienced fee earner is costly in recruitment, client relationships and lost billing. Set the figures to match your firm.
An estimate based only on the figures you enter. Starting values are placeholders, not industry statistics.
Your company could save
£75,000
a year (estimate)
Grievances avoided
£15,000
People kept
£60,000
Questions firms ask us
Board reporting, practice area comparisons and confidentiality.
See HeartBrain for your firm
Book a demo for your partners or board, or start with a confidential one-case Resolve pilot.