Coyra

Menu

Why Trauma Informed Legal Practices Matters

In today’s business landscape, legal proceedings and investigations are inevitable. Whether addressing workplace disputes, regulatory issues, or civil matters, businesses and legal teams spend significant resources navigating the complexities of the law. Yet, while much attention is given to mastering legal strategies, far less focus is placed on the human side of these processes—how to interact with individuals who are distressed, vulnerable, or under significant pressure. This gap becomes even more problematic when the professionals conducting the investigations are themselves under stress. 

Why Trauma-Informed Approaches Are Crucial

The NPCC (National Police Chiefs’ Council) guidance, updated in 2022, has established clear rules for handling vulnerable individuals in criminal proceedings. These guidelines stress trauma-informed approaches to interviewing and evidence gathering, recognising the impact of trauma on behaviour and communication. While this guidance applies to criminal cases, the core principles are equally relevant to civil, regulatory, and employment contexts 

For example, in cases of workplace bullying, sexual harassment, or discrimination, employees may experience heightened emotions and distress. Legal teams and HR professionals managing these cases must approach interviews and investigations with care, ensuring that psychological safety is prioritised. A trauma-informed approach helps to manage sensitive investigations more effectively, enhancing evidence quality and minimising risks of adverse outcomes like regulatory scrutiny, legal claims, or damage to organisational reputation. 

The Growing Focus on Psychological Safety

Regulators are increasingly recognising the importance of psychological safety in the workplace. As issues such as sexual harassment and bullying become more prominent, businesses are expected to address them not just through policies but also in how they manage investigations. Diversity and inclusion (D&I) initiatives, now central to many organisations, must extend into legal and investigatory practices, ensuring that frameworks support D&I principles throughout the process. Failing to do so could lead to serious consequences, including investigations into how a company handled sensitive matters and whether it upheld its duty of care. 

What Does Trauma-Informed Legal Practice Mean?

Trauma-informed legal practice is an approach that recognises the impact of trauma and prioritises creating safe, supportive environments for individuals. Its key principles include: 

  • Awareness: Recognising the signs of trauma and understanding how it affects behaviour. 
  • Safety: Ensuring both emotional and physical safety for all involved. 
  • Trust: Building trust through clear communication and transparency. 
  • Choice: Empowering individuals with options and control over their participation. 
  • Collaboration: Working together to respect the needs of the person being interviewed. 
  • Empowerment: Supporting resilience and personal growth, even in stressful circumstances. 

By incorporating these principles into legal and investigatory processes, businesses can minimise harm, promote well-being, and gather more accurate, reliable evidence. 

The Case for Trauma-Informed Legal Practices

Integrating trauma-informed approaches into legal proceedings is essential for several reasons: 

  • Enhanced Evidence Quality: High levels of stress can impair an individual’s ability to recall and articulate key information. By creating a safe and supportive environment, businesses can help interviewees provide their best evidence, improving the integrity of the process. 
  • Reduced Risk of Legal and Reputational Damage: Poorly handled investigations can lead to claims of discrimination, negligence, or even constructive dismissal. Taking a trauma-informed approach mitigates these risks while preserving trust within the organisation. 
  • Protecting Well-being: The mental health of both the interviewees and the legal or HR teams involved is critical. A trauma-informed approach ensures that interviewees can participate fully while protecting the emotional well-being of the professionals conducting sensitive or high-pressure investigations. 

Best Practices for Implementing Trauma-Informed Approaches

  • Provide Trauma-Informed Training: Equip legal teams, HR professionals, and managers with the tools and knowledge they need to manage stress and engage empathetically with vulnerable individuals.
  • Implement Psychological Safeguards: Ensure that interviews are conducted in a supportive environment. This could include providing breaks, offering access to mental health resources, and ensuring privacy and comfort.
  • Balance Evidence Collection with Wellbeing: Prioritising the wellbeing of interviewees while collecting accurate evidence is key. This balance helps maintain ethical standards and enhances the overall quality of investigations.
  • Engage Trauma-Informed Professionals: Ensure that external legal teams are familiar with trauma-informed practices. In particularly sensitive cases, consider involving trauma-informed professionals to provide guidance and support, ensuring that complex emotional dynamics are effectively managed.
  • Foster a Culture of Support: Cultivate a workplace that values psychological safety and mental health, integrating these priorities into your ESG (Environmental, Social, and Governance) reporting to reflect a holistic commitment to employee wellbeing.

Conclusion: The Business Case for Trauma-Informed Approaches

With growing awareness of mental health and trauma, it is essential for businesses to integrate trauma-informed practices into their legal and investigatory processes. This approach not only ensures compliance with employer duties but also supports individuals, enabling them to provide their best evidence in sensitive situations. Trauma-informed practices promote a more compassionate, effective, and ethically sound legal system, benefiting both your people and your organisation. 

By taking proactive steps to prioritise psychological safety, businesses can enhance the quality of their legal processes, protect their reputation, and foster a more supportive and inclusive workplace. As mental health continues to take centre stage in discussions of workplace well-being, the time to act is now. 

For further support and advice, please contact Rebecca Norris. Rebecca is a consultant barrister specialising in corporate crime, risk, and compliance. She is also the founder of Coyra and the co-founder of Trauma Informed Law, where she provides coaching, training and consultancy services.