Ex-Star Wars executive, Ms Sadi Khan MBE, who was the health and safety manager of the spin-off TV series The Acolyte, has been awarded more than £234,000 after an employment tribunal ruled she’d faced unfair dismissal. Issues arose after she complained of a “white man” replacing her. This led to her dismissal on the grounds of harassment and gross misconduct. However, the tribunal determined she’d actually been victimised, resulting in her favourable ruling.

Read on as we examine what happened in more detail and discuss the tribunal’s judgment. We then explore employment rights regarding unfair dismissal and the steps eligible individuals can take if those rights are breached.

If you believe you’ve experienced workplace discrimination, victimisation or any other employment issue, contact Redmans Solicitors today. As specialists in the employment sector, we can discuss your case and provide expert advice.

It only takes a moment to learn more about the services we provide, simply:

• Give us a call on 020 3397 3603
• Complete our online form with your details to request a callback

Safety Manager on The Acolyte Sacked for “White Man” Remark

Ms Sadi Khan MBE had been with Disney Productions since January 2022. She was a health and safety co-ordinator, originally working on the set of the live-action Snow White remake. From June that year, she then joined Blue Stockings Limited (one of Disney’s UK subsidiaries) to work on the Star Wars TV series The Acolyte.

As the set’s safety co-ordinator, Ms Khan’s responsibilities included accident reporting, scheduling training and handling the department’s finances. Not long after taking this role, though, she was promoted to the department’s health and safety manager.

Notably, it was discussed during the employment tribunal proceedings how this promotion caused some confusion. This was because Ms Khan allegedly lacked the necessary qualifications and knowledge to undertake the role. Not long after, complaints were raised about her managerial style, with claims that she’d bullied a staff member.

Read More: Co-op Sex Discrimination Claim: Former HR Chief Wins £100k After Nearly Decade-Long Legal Battle

Following an inspection that highlighted underperformance in the department between July and October 2022, Mr Jay Bond, a renowned and highly experienced health and safety advisor in the television industry, was hired. This led to the issues central to this case, as Ms Khan believed the appointment undermined her position. She subsequently told him that “as a woman of colour,” this decision was discriminatory before later complaining about how a “white man” had been brought in above her.

However, complaints were then made regarding Ms Khan’s comments. Mr Bond outlined his concerns about working with someone “using highly offensive racial language.” An investigation followed, after which Ms Khan was dismissed in November for gross misconduct relating to her comments and harassment of Mr Bond.

Ms Khan subsequently appealed her dismissal, but this proved unsuccessful. As a result, she took her case to the employment tribunal, claiming unfair dismissal, victimisation and discrimination, among other things.

The Acolyte Safety Manager’s Case: What did the Tribunal Say?

Following the proceedings, the employment tribunal dismissed many of Ms Khan’s claims. This included discrimination, as there was insufficient evidence to prove she’d experienced unfavourable treatment because of her protected characteristics. That said, her claims of unfair dismissal and victimisation were upheld.

The employment tribunal found that Ms Khan had ultimately been dismissed due to her complaint about Mr Bond’s appointment. Crucially, she had referred to him as a “white man” being brought in above her, constituting a complaint about potential discrimination, relating to sex and race.

Ms Khan’s employer contended that her comments amounted to harassment, justifying dismissal, but the tribunal dismissed this. Instead, it held that she’d been subjected to victimisation and, as a consequence, unfair dismissal. The tribunal then awarded her £234,112.66, comprising injury to feelings, loss of earnings and future loss.

Unfair Dismissal and Victimisation: The UK Law

The employment case involving The Acolyte and its former health and safety manager raises important legal issues. Under UK law, individuals are protected from ordinary unfair dismissal if they’re an employee and have two years’ continuous service with their employer. Dismissals are considered unfair if they aren’t for one of the established five potentially fair reasons (conduct, capability, redundancy, a legality or Some Other Substantial Reason (SOSR)) or come as a result of a fair process.

Notably, although Ms Sadi Khan MBE didn’t satisfy the continuous service requirement for ordinary unfair dismissal, victimisation rendered her dismissal unfair.

Unlike ordinary unfair dismissal, claims concerning discrimination (direct discrimination, indirect discrimination, harassment or victimisation) don’t require the claimant to have any continuous service. Furthermore, in order to be victimised, one must make a protected act (whether that be raising or supporting a complaint of discrimination). If this protected act results in dismissal, it will be considered a discriminatory dismissal, thereby removing the service length requirement altogether.

This is what occurred in Ms Khan’s case and showcases the risks employers face when they fail to handle complaints, particularly those concerning discrimination, correctly.

What to do if Your Rights are Breached

If an individual believes they’ve faced victimisation or been unfairly dismissed, several options are available. Firstly, it’s usually recommended to pursue internal avenues, such as an informal chat with one’s manager or a formal grievance. Such steps are often quicker than more formal channels and avoid the associated stress and costs of bringing a claim.

Where internal avenues fail to provide a satisfactory outcome, though, the next step is typically to begin early conciliation through Acas. This free and independent process is usually required before a claim can be brought to the employment tribunal and provides another chance to resolve the matter informally.

However, where all other avenues have been pursued unsuccessfully, the last option is to bring a tribunal claim. Strict eligibility criteria and time limits must be satisfied, but if successful, compensation could be awarded.

Read: Workplace Racism Rising, According to the TUC

Get Help with Redmans

If you’ve experienced something like that involving The Acolyte and its former health and safety manager, contact Redmans Solicitors. Our team of employment experts is here to help. Following a brief consultation, we can answer your queries and provide specialist advice.

It only takes a moment to learn how we can help you, simply:

• Phone 020 3397 3603
• Request a callback via our online form