As further allegations of workplace misconduct emerge against MasterChef presenter Gregg Wallace, legal experts are calling out the role employers play in enabling toxic workplace behaviour, and the risk they now face if they fail to act.

More than 50 individuals have reportedly made claims related to Wallace’s behaviour during his time on set and while travelling for work. Despite complaints being made previously, no formal action was taken until the allegations became public, prompting Wallace’s recent departure from the programme.

Thomas Beale, Partner and Head of Workplace Bullying and Harassment at Bolt Burdon Kemp, says,
“It is frustrating to read that Wallace’s employers may have had knowledge of his inappropriate behaviour yet took no action. Despite knowing that his conduct presented a risk to employees, these production companies continued to work with him for years. This negligent conduct could potentially open the door for survivors to pursue compensation through the civil courts.”

Beale adds that many of the incidents reportedly took place on set or during work-related travel, making them clearly within the scope of employer responsibility.

 
Turning a Blind Eye to an "Open Secret"

The case has reignited concerns over the culture of silence that often surrounds high-profile figures in the media industry. According to Beale, Wallace’s behaviour appears to have been an “open secret”, tolerated for too long by those in positions of power.

“It is essential that the production companies involved take accountability for enabling this abuse of power,” he says.

The incident echoes wider industry concerns where status and visibility can shield individuals from consequence, often at the expense of those working below them.

 
Culture Change and the Role of CIISA

Beale believes that these incidents are symptomatic of a deeper, systemic issue in the creative and broadcast sectors, but expresses hope that recent reforms will drive accountability.

“Businesses have been far too protective of those in power. It is essential that we continue to empower victims to speak out and force change. I am hopeful that recent legislative changes, including the establishment of CIISA [the Creative Industries Independent Standards Authority], will help facilitate safer, more respectful work environments.”

CIISA, set up to provide independent oversight and reporting mechanisms for the creative industries, is seen as a major step forward in protecting workers from bullying, harassment, and misconduct.

 
Implications for HR and Reward Leaders

The Wallace case is a timely reminder for HR and reward professionals that workplace culture, safeguarding, and employer liability are deeply connected. Organisations across all industries must ensure that:

• Misconduct policies are robust and well-communicated
  
  
• Complaints are taken seriously and investigated transparently
  
  
• Accountability applies equally to all employees, regardless of seniority or visibility
  
  
• Employees feel empowered to speak up, and know they will be heard

For HR leaders navigating compliance and culture in 2025, the cost of silence is no longer reputational alone, it could become financial, legal, and deeply damaging to morale.