Several High Courts that supported the minimum practice requirement, told the Supreme Court that fresh law graduates, when directly appointed to the Bench, often behave disrespectfully towards the Bar. It was argued that mandatory practice would instill professional humility and improve judicial conduct. Accordingly the Supreme Court directed all State Governments to amend their respective...
Several High Courts that supported the minimum practice requirement, told the Supreme Court that fresh law graduates, when directly appointed to the Bench, often behave disrespectfully towards the Bar. It was argued that mandatory practice would instill professional humility and improve judicial conduct. Accordingly the Supreme Court directed all State Governments to amend their respective rules to ensure that candidates must have at least three years of legal practice before appearing for the exam.
While being in judicial services cadre, on many occasions, I was told by veterans in the cadre, that the new judicial officers, now a day's do not pay same respect to their seniors as they did in their early days in service. They are rash and do not extend the necessary courtesies. They hold a view that the new generation of 'these' judges, in District judiciary are, 'high headed' and wear 'attitude'.
While talking about it, very innocuously, a senior Advocate on record, friend, told me how in his younger days in the Bar Room, even without personally knowing the Senior Advocate, as a junior, he would stand and offer seat and now even in the court rooms 'these guys' would keep sitting and seniors keep struggling for chairs. So much so 'some of them', even put their laptop bags on adjacent seat, to have the space held for 'their' convenience.
The senior judges in District judiciary, one meets, often complain of how 'these' young advocates are no more courteous to the judicial officers. They lack even basic mannerism in addressing the presiding judges or while referring to the records, handing over citations or reading the matter. They are not inclined to learn and look for short cuts. The hair and beard styles, the attire of women advocates, use of slangs, are not befitting the 'decorum' needed. They remember those old days and those senior counsels, who would come wearing sherwani and respectfully bow addressing 'janab'.
Something similar may be happening in Bollywood where as per social media reports the new generation has lesser mannerisms compared to veteran actors. Similar may be the state of affairs in other institutions and certainly the news is in that “Why Gen Z Is Being Branded As The Most "Unemployable Generation".
Yes, generational changes is a constant phenomena at workplaces, with different generations entering and progressing through the workforce, bringing with them unique perspectives, values, and work styles. Managing these generational differences effectively is crucial for a healthy and productive work environment of any organization.
Each generation's experiences of certain events and contemporary world and peer influences, affect their values and behavior. As of 2025, there are five generations in the workplace: traditionalists, baby boomers, Generation X (Gen X), millennials, and Generation Z (Gen Z). These categories cover everyone between the ages of 16 and 75. Every generation has something unique to offer to the institutions, industry and workplace environment.
The concerns for raised in context to judicial officers are genuine but still such a generalization doesn't reflect the diversity of this generation. Computer proficiency and digital fluency, openness to new ideas and approaches, strong work ethic, diversity and inclusivity, adaptability and flexibility are their strength. This generation seems to be a more risk-averse than the previous generations. Researchers have posited that Gen Z members have shorter attention spans due to technology “rewiring” their brains. May be making them impulsive in courtrooms, both on Bench and at Bar, where it is all about the 'Decorum'.
Law school curriculums, academic and legal scholarship constantly evolve, introducing new legal theories and doctrines, pushing the boundaries of the law, and influencing how cases are argued and decided. Court operations and administrative structures are also subject to change, with new technologies and evolving approaches to case management impacting how courts function. Societal shifts in values, such as increased awareness of specialized fields of law, ADRs, juvenile justice, personal laws, and social justice issues and environmental concerns, can influence how new judges interpret and apply the law, while holding the courts, where, the previous generations, unchanged, intend to practice as they did always in the past.
How Bench and Bar, both supplement each other, for their reciprocal expectations has been very articulately described by Supreme Court in C. Ravichandran Iyer vs Justice A.M. Bhattacharjee & Ors 1995 (5) SCC 457, by observing as follows;
“The members of the judiciary are drawn primarily and invariably from the Bar at different levels. The high moral, ethical and professional standards among the members of the Bar are pre-conditions even for high ethical standard of the Bench. Degeneration thereof inevitably has its eruption and tends to reflect the other side of the coin. The Bar Council, therefore, is enjoined by the Advocates Act to maintain high moral, ethical and professional standards which of late is far from satisfactory.”
Those in control of discipline of judicial officers have to accept the challenge from new judges who are comfortable with shifting norms, fluid sensibilities, and a preference for fairness over process. Many young judges struggle to find a balance between work and personal life, particularly in high stake matters. There are different communication preferences, leading to misunderstandings and misinterpretations. There is certainly a deficit and lack access to strong mentorship and guidance, which hinders their absorption in this massive institution.
A very in depth study is needed about the training module of new judges and how far the judicial academies have been able to cater the need of training the fresh recruits in the institution.
A positive and supportive workplace environment from seniors at Bar and Bench can address any perceived weaknesses in new lawyers and judges to foster their development. As people in authority looking for a way ahead, must take concrete measures to improve working relationships amongst young lawyers and judges. Set clear, but not rigid, expectations as to the manner of communication that we expect, as well as the degree of formality required. Be patient. Recognize that generational stereotyping may be influencing our assessment of a particular individual. Leverage their vantage point and consider making institutional changes or implementing new initiatives in legal education, internships, training and probation period.
How do different generations view their role in the court workplace? Answering this question by some research and policy making will be crucial for increasing public trust and confidence in the judicial system.
A legal system remains viable only if it responds to the present-day needs and concerns of the public. If we expect our legal system to remain vital and strong for this generational shift of young lawyers and career judges, in new value systems and advent of technology, we need to think seriously not only about the exquisite nuances of the law but also about the hard reality of how our courts have to function with new challenges coming up in justice administration system.
Anubhav Sharma, Judicial Member, Income Tax Appellate Tribunal, Delhi Benches and former member of Haryana Superior Judicial Services. Views are personal