Kent Police Detective Sacked and Barred For Sexually Touching Junior Female Constable

A Kent police detective has been dismissed without notice after being found to have committed sexual harassment at work. This comes after the Independent Office for Police Conduct (IOPC) learned of his inappropriate conduct toward a junior colleague.

Read on as we discuss what transpired, the judgment made, and the new obligations placed on UK employers. We also explain how to report sexual harassment should an individual have been affected.

Speaking up about inappropriate conduct at work can be daunting, and knowing where to turn isn’t always clear. At Redmans Solicitors, we’re here to help. Our specialist employment lawyers can answer your questions, guide you through your options, and provide the support you need. 

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Kent Police Detective Sacked After Sexual Harassment Findings

Detective Sergeant (DS) Gary Stamp of Kent Police was sacked for gross misconduct on 27 January 2025. This was after the misconduct panel found he had sexually touched a junior female police constable on two separate occasions in 2020.

One of these incidents occurred while both were on duty inside a police station. The junior colleague recalled how, when they were alone, the Kent police detective forced his hand down her trousers and into her underwear. She resisted and told him to stop, but he continued, making her feel manipulated into believing she’d led him on.

The other incident happened during a night out. The female constable stated that DS Gary Stamp attempted to kiss her and pressed his groin against her behind a police station car park. After she later opposed his behaviour, he discouraged her from speaking out.

However, the IOPC eventually investigated the case following a mandatory referral in October 2020. During the investigation, the Kent police detective was interviewed under criminal and misconduct caution. The female officer’s account was also acquired while witness enquiries were conducted and phone evidence examined. The IOPC’s investigation was complete by May of the following year, and they referred an evidence file to the Crown Prosecution Service (CPS).

Misconduct Hearing and Dismissal

A recommendation for two counts of sexual assault charges was made, yet the CPS opted not to pursue criminal charges. Nevertheless, Kent Police later held a misconduct hearing on 24 January 2025, lasting five days. Following proceedings, the disciplinary panel found the Kent police detective had breached multiple police professional standards, including:

  • Authority, respect, and courtesy
  • Discreditable conduct
  • Honesty and integrity

Consequently, DS Gary Stamp was dismissed without notice and barred from working in law enforcement again. After the hearing, IOPC Director Mel Palmer called his behaviour “dishonest, unprofessional, and inappropriate.” At the same time, Detective Chief Superintendent Jon Armory of Kent Police stated that such conduct has “no place in policing.”

New Sexual Harassment Legislation in the UK

The case involving the Kent police detective once again highlights the ongoing issue of sexual harassment at work. For those affected, understanding their rights is crucial, especially given the recent changes to UK employment law on the matter.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force on 26 October last year. With it, workers’ rights concerning sexual harassment protection significantly improved since:

  • Employers now have a preventative duty – Going forward, companies must take “reasonable steps” to prevent harassment. If they haven’t done so, they should assess and amend their sexual harassment policies to remain compliant.
  • Liability for non-compliance increased – If a company fails to take sufficient steps to prevent harassment, a successful claim could result in compensation being uplifted by up to 25%.
  • The scope of protection expanded – the rights of workers were reinforced, including for those working remotely or attending work-related events.
  • Enforcement was strengthened – The Equality and Human Rights Commission (EHRC) now has reinforced authority to take enforcement action against non-compliant organisations, placing a stronger focus on compliance.
  • The focus was shifted – Rather than focusing on redress, employers must turn their attention to prevention, tackling the issue at its core.

The introduction of this legislation is seen as a significant step toward ensuring workplaces are safe. Rather than merely responding to incidents after they occur, employers must take responsibility for preventing sexual harassment.

How to Report Sexual Harassment at Work

Reporting sexual harassment at work can be daunting. But if someone faces treatment similar to that imposed by the Kent police detective, they must know what to do.

If it’s appropriate and safe to do so, addressing the matter informally could provide a resolution. Some workplaces have designated harassment officers who can provide guidance and support. By taking these informal steps, those impacted may be able to find a quick resolution and avoid the stress of further formalities.

Should the matter require a more formal approach, however, individuals can raise a formal grievance in accordance with their employer’s sexual harassment policies. Once a complaint has been received, employers will likely arrange a grievance meeting, where those involved can provide their evidence. At this stage, employers are legally required to investigate complaints and take appropriate action.

Unfortunately, the “appropriate action” isn’t always taken, and if this is the case, those impacted may need to seek external help. In such cases, individuals can escalate their complaints to ACAS or the EHRC.

If an individual goes through ACAS early conciliation and the matter remains unresolved, they could then pursue employment tribunal proceedings, providing they meet specific eligibility criteria. Should they succeed with their claim, they could be awarded compensation for, among other things, injury to feelings, loss of earnings, and an uplift in damages if the employer failed to take preventative steps.

Get Help From Redmans

We understand that navigating the legal process can be overwhelming, especially when dealing with the impact of workplace harassment. No one should have to endure an unsafe work environment, and you don’t have to face this alone.

Redmans Solicitors are employment law specialists who can provide expert legal advice following a quick consultation. After getting in touch, we can answer your queries, discuss your possible next steps, and guide you through the legal process should you have an eligible claim.

To find out more about how we can help you, simply: