David Walliams Publisher Controversy

by | Dec 21, 2025 | Uncategorized | 0 comments

Executive Summary

The December 2025 decision by HarperCollins UK to drop bestselling children’s author David Walliams following harassment allegations represents a significant moment in publishing accountability. This case study examines the incident, explores solutions for workplace misconduct in creative industries, and analyzes implications for Singapore’s publishing sector.

Case Overview

Background

David Walliams, a 54-year-old British author and former television personality, has sold over 60 million books in 55 languages since launching his children’s literature career in 2008. His works include “The Boy In The Dress,” “Billionaire Boy,” and “Gangsta Granny,” making him one of the UK’s most commercially successful children’s authors.

The Incident

In 2023, HarperCollins UK received complaints about Walliams’ conduct toward junior female employees. The publisher conducted an internal investigation that concluded in 2024. Key findings included:

  • Multiple junior staff members raised concerns about inappropriate behavior
  • One complainant received a five-figure settlement and departed the company
  • HarperCollins implemented protective measures to limit certain employees’ contact with the author
  • The author claims he was never informed of the investigation or given opportunity to respond

Publisher Response

Under new CEO Kate Elton (appointed October 2025), HarperCollins UK announced on December 20, 2025, that it would not publish any new titles by Walliams. The publisher emphasized its commitment to employee wellbeing while respecting individual privacy by not commenting on internal matters.

Author’s Position

Walliams strongly denies the allegations and has retained legal counsel. His representatives assert he was denied due process and never given opportunity to address the complaints directly.

Core Issues Identified

1. Power Dynamics in Publishing

The relationship between high-profile authors and junior employees creates inherent power imbalances that can enable inappropriate behavior and discourage reporting.

2. Investigation Transparency

Questions arise about whether investigations should involve the accused party and what constitutes appropriate due process in workplace investigations.

3. Commercial vs. Ethical Considerations

Publishers face difficult decisions when top-earning authors are accused of misconduct, balancing financial interests against workplace safety and corporate values.

4. Pattern of Behavior

This marks Walliams’ second major controversy, following his 2022 departure from “Britain’s Got Talent” after making disparaging comments about contestants.

Immediate Solutions

For Publishing Houses

1. Robust Reporting Mechanisms

  • Establish anonymous reporting channels accessible to all employees
  • Create dedicated ombudsperson roles independent of management hierarchies
  • Implement third-party hotlines for sensitive complaints
  • Ensure multiple reporting pathways to prevent single points of failure

2. Clear Author Conduct Policies

  • Develop explicit codes of conduct for author-employee interactions
  • Define acceptable behavior in meetings, events, and communications
  • Establish protocols for author visits and interactions with junior staff
  • Include behavioral clauses in publishing contracts with remediation options

3. Timely Investigation Protocols

  • Conduct investigations within defined timeframes (30-60 days for initial findings)
  • Engage external investigators for high-profile cases to ensure impartiality
  • Document all steps and decisions for accountability
  • Provide affected parties with investigation updates while respecting confidentiality

4. Due Process Frameworks

  • Ensure accused parties receive notification of complaints in appropriate circumstances
  • Allow opportunity to respond to allegations before final decisions
  • Balance accuser protection with procedural fairness
  • Document reasons when standard due process is modified

For Employees

1. Empowerment and Support

  • Provide mandatory training on recognizing and reporting harassment
  • Offer counseling services for those experiencing workplace issues
  • Create peer support networks and mentorship programs
  • Ensure protection against retaliation in policy and practice

2. Documentation Practices

  • Train staff to document concerning incidents contemporaneously
  • Provide secure systems for storing sensitive records
  • Educate employees on what constitutes reportable behavior

For Authors

1. Professional Boundaries Training

  • Require professional conduct training for authors with significant employee interaction
  • Provide guidance on appropriate workplace relationships
  • Clarify expectations around power dynamics and professional behavior
  • Offer resources for understanding consent and appropriate communication

Extended Solutions: Industry-Wide Reforms

Publishing Industry Standards

1. Industry Code of Conduct Establish a unified code across major publishers addressing:

  • Author-employee interaction guidelines
  • Standards for investigations and accountability
  • Minimum support requirements for complainants
  • Consequences for substantiated misconduct

2. Independent Oversight Body Create an industry-wide organization to:

  • Review complaints across publishing houses
  • Maintain confidential database of substantiated complaints
  • Provide mediation services for disputes
  • Issue recommendations for industry best practices

3. Contractual Innovations

  • Include morality clauses with specific behavioral standards
  • Establish tiered response systems (warning, suspension, termination)
  • Create author conduct review committees for contract renewals
  • Implement mandatory cooling-off periods after complaints

Cultural Transformation

1. Power Structure Reassessment

  • Flatten hierarchies where feasible to reduce power concentration
  • Rotate junior staff responsibilities to prevent vulnerability concentration
  • Ensure senior leaders are accessible for escalated concerns
  • Create cross-functional teams for author management

2. Transparency Initiatives

  • Publish anonymized data on workplace complaints and resolutions
  • Share policy updates and improvements publicly
  • Communicate company values regarding workplace conduct regularly
  • Report on diversity, equity, and inclusion metrics

3. Proactive Prevention

  • Conduct regular climate surveys to identify issues before formal complaints
  • Implement 360-degree feedback systems including author behavior
  • Create early intervention protocols for concerning behavior patterns
  • Establish wellness checks for employees working with high-profile authors

Singapore Impact Analysis

Current Publishing Landscape

Singapore’s publishing industry, while smaller than the UK’s, faces similar dynamics:

Market Characteristics:

  • Growing children’s literature sector with increasing local authors
  • Strong presence of international publishers (Penguin Random House SEA, Marshall Cavendish)
  • Close-knit creative community where reputational issues spread quickly
  • Multi-lingual market requiring diverse author-employee interactions

Existing Protections:

  • Tripartite Guidelines on Fair Employment Practices (TAFEP)
  • Protection from Harassment Act (POHA)
  • Workplace Safety and Health Act provisions
  • Ministry of Manpower (MOM) dispute resolution mechanisms

Specific Singapore Considerations

1. Cultural Context

  • Hierarchical workplace cultures may discourage junior staff from reporting senior figures
  • “Face-saving” considerations might prevent open discussion of misconduct
  • Smaller industry means greater fear of career repercussions from reporting
  • Strong emphasis on harmony could lead to downplaying concerns

2. Legal Framework Singapore’s robust legal protections provide foundation for addressing workplace harassment:

  • POHA covers workplace harassment with criminal and civil remedies
  • Tripartite Alliance for Fair and Progressive Employment Practices provides mediation
  • Employment Act protections against unfair dismissal
  • Whistle-blower protections under various statutes

3. Size and Interconnectedness

  • Smaller market means misconduct by prominent authors has outsized impact
  • Limited alternative employment opportunities within sector increases reporting risks
  • Close professional networks make confidential investigations more challenging
  • Regional authors often work across multiple Southeast Asian markets

Preventive Measures for Singapore Publishers

1. Adapt International Best Practices

  • Implement anonymous reporting systems tailored to local context
  • Provide multilingual complaint mechanisms
  • Train investigators in culturally sensitive approaches
  • Balance Western due process concepts with Asian workplace norms

2. Leverage Existing Infrastructure

  • Utilize TAFEP resources and training programs
  • Partner with MOM for investigation framework development
  • Engage with Singapore Publishing Association for industry-wide standards
  • Connect with National Trades Union Congress (NTUC) for worker support

3. Proactive Industry Collaboration

  • Develop Singapore Publishing Industry Code of Conduct
  • Create shared resources for smaller publishers unable to maintain full HR departments
  • Establish regional cooperation with Malaysian, Indonesian publishers for cross-border authors
  • Build relationships with arts and cultural sector for shared learnings

4. Education and Awareness

  • Conduct regular workshops on workplace harassment prevention
  • Provide resources in multiple languages reflecting Singapore’s diversity
  • Engage with educational institutions training future publishers
  • Create public awareness campaigns about workplace rights in creative industries

Singapore Market-Specific Risks

1. Visiting International Authors Local publishers hosting foreign authors may face challenges in:

  • Enforcing conduct standards on visiting personalities
  • Investigating complaints against non-resident authors
  • Ensuring consistent standards across cultural contexts
  • Protecting staff during short-term, high-intensity interactions

2. Local Celebrity Authors Singapore’s small celebrity pool means:

  • High-profile local authors may have outsized influence
  • Media personalities transitioning to writing bring existing fan bases
  • Public controversy could impact broader creative industries
  • Balancing commercial interests with accountability is especially challenging

3. Educational Publishing Sector Singapore’s large educational publishing market presents unique considerations:

  • Authors often interact with schools and young audiences
  • Higher standards expected for children’s content creators
  • Ministry of Education relationships add stakeholder complexity
  • Reputational risks extend to school partnerships

Outlook and Future Implications

Short-Term (1-2 Years)

Industry Response:

  • Expect increased scrutiny of author conduct across publishing houses
  • More publishers will implement or update workplace harassment policies
  • Insurance companies may adjust coverage terms for publishers
  • Contracts with high-profile authors will include stricter conduct clauses

Legal Developments:

  • Potential litigation between Walliams and HarperCollins
  • Possible defamation claims or unfair termination disputes
  • Increased attention to due process in internal investigations
  • Regulatory bodies may issue guidance on workplace investigations

Market Impact:

  • Walliams’ existing books will remain in circulation, generating ongoing revenue
  • Other publishers may consider acquiring Walliams’ future works
  • Children’s literature market may see increased vetting of author behavior
  • Readers and parents may demand more transparency about author conduct

Medium-Term (3-5 Years)

Cultural Shift:

  • Publishing industry will likely adopt more formalized accountability structures
  • Greater separation between author celebrity status and workplace conduct expectations
  • Increased willingness of employees to report misconduct as protections strengthen
  • Generational change bringing different expectations for workplace behavior

Singapore Evolution:

  • Local publishers will develop more sophisticated HR capabilities
  • Regional cooperation on author conduct standards will increase
  • Singapore may emerge as leader in Asian publishing workplace standards
  • Government may provide additional guidance or regulation for creative industries

Technology Integration:

  • AI-powered monitoring of author-employee communications (with privacy safeguards)
  • Digital platforms for confidential reporting and investigation tracking
  • Virtual author interactions reducing some in-person risk scenarios
  • Blockchain-based credential systems for author conduct records

Long-Term (5+ Years)

Industry Transformation:

  • Publishing may move toward more distributed author management models
  • Reduced reliance on individual blockbuster authors diversifies risk
  • Greater emphasis on author platforms that minimize employee interaction needs
  • Industry-wide databases tracking substantiated misconduct (with legal safeguards)

Societal Changes:

  • Broader cultural reckoning with power dynamics in creative industries
  • Increased consumer awareness and boycott potential affecting commercial calculations
  • New generations of authors entering field with different behavioral expectations
  • Global standards emerging for author conduct across borders

Potential Challenges:

  • Risk of overcorrection limiting legitimate author-publisher collaboration
  • Privacy concerns about maintaining conduct records
  • Due process questions if systems become too punitive
  • Balancing accountability with creative industry’s need for personality-driven marketing

Recommendations Summary

For Publishers (All Markets)

  1. Implement comprehensive workplace harassment policies with clear reporting mechanisms
  2. Conduct regular training for all staff on recognizing and reporting misconduct
  3. Include behavioral standards in author contracts with enforcement mechanisms
  4. Establish independent investigation protocols ensuring fairness to all parties
  5. Create support systems for employees reporting concerns
  6. Develop crisis management plans for public allegations
  7. Review and update policies annually based on emerging best practices

For Singapore Specifically

  1. Develop localized codes of conduct respecting cultural context while maintaining high standards
  2. Leverage existing government frameworks (TAFEP, POHA) for industry-specific guidance
  3. Create industry association resources for smaller publishers
  4. Establish regional cooperation with Southeast Asian publishers
  5. Build relationships with educational institutions for preventive training
  6. Develop protocols for managing visiting international authors
  7. Consider government-industry partnership for creative sector workplace standards

For Authors

  1. Understand and respect workplace boundaries with all publishing staff
  2. Participate in professional conduct training when offered
  3. Recognize power dynamics inherent in author-employee relationships
  4. Maintain professional communication standards across all interactions
  5. Support industry efforts to create safe, respectful workplaces

For Employees

  1. Familiarize yourself with reporting mechanisms and your rights
  2. Document concerning incidents contemporaneously
  3. Utilize support resources when experiencing workplace issues
  4. Participate in training opportunities on workplace rights
  5. Support colleagues who report concerns while respecting confidentiality

Conclusion

The David Walliams case represents a critical inflection point for the publishing industry. While the specific circumstances remain disputed, the broader issues of workplace safety, power dynamics, and accountability in creative industries are universal.

For Singapore’s publishing sector, this case offers valuable lessons without requiring a crisis to drive change. By proactively adopting best practices, leveraging existing legal frameworks, and fostering industry-wide cooperation, Singapore can build a publishing environment that protects employees while supporting creative excellence.

The path forward requires balancing multiple priorities: protecting vulnerable employees, ensuring procedural fairness, maintaining commercial viability, and preserving the creative collaboration that makes great publishing possible. Success will depend on sustained commitment from publishers, authors, employees, and industry associations working together to create lasting cultural change.

As the publishing industry continues to reckon with workplace conduct issues, those organizations that lead with transparency, accountability, and genuine commitment to employee wellbeing will be best positioned for long-term success in an increasingly values-conscious marketplace.