Salford Red Devils COO Resigns After Alleged Sexual Harassment

Published : August 22, 2025

Salford Red Devils, a rugby league club in the English Super League, has faced a turbulent year. A deepening financial crisis has seen the club struggle to pay players, leading to talent being lost to rival teams. Yet the negative publicity hasn’t stopped there. One of the latest controversies centres on the resignation of chief operating officer (COO) Claire Bradbury, following alleged sexual harassment.

In our latest article, we examine exactly what’s happened. We then address some common questions, including “What is sexual harassment?” and “How do I report sexual harassment at work?” Finally, we outline the steps employees can take if an employer fails in its duty to prevent and properly address such incidents.

If you have any questions or believe your employment rights have been breached, contact Redmans Solicitors without hesitation. Our team of specialists can help, and following a brief chat, we can answer your queries and provide expert advice.

All you have to do to get started is:

Claire Bradbury’s Resignation and Alleged Sexual Harassment Claims

On 14 August 2025, Claire Bradbury publicly announced that she’d stepped down as COO of the Salford Red Devils, having only been in the position since last October. Her decision followed claims that she’d been subjected to misogynistic and inappropriate language by the club’s ownership. Among her allegations, she stated there had been suggestions she sleep with an individual at the RFL (Rugby Football League) to “smooth things over.”

Salford have been in financial crisis since before the start of the 2025 season. They’ve struggled to make player wages, had their team picked apart with many senior players departing for rival clubs, and faced a match cancellation due to being unable to field a competitive team. This ongoing turmoil has brought the sport of rugby league in England into disrepute and likely contributed to the unacceptable behaviour alleged to have taken place.

From an employment-law perspective, claims of this nature may fall within the scope of alleged sexual harassment. If such allegations were ever proven in a legal forum, they could potentially give rise to claims under employment law, including harassment or constructive dismissal. In those circumstances, remedies could include compensation for the individual involved, alongside significant reputational consequences for the employer.

What is Sexual Harassment in the Workplace?

Under the Equality Act 2010, sexual harassment is defined as unwanted conduct of a sexual nature that has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile or humiliating environment for them.

In reality, such conduct can arise in several forms. Although exact cases can vary, some common examples include:

  • Sexual comments, noises or “jokes”
  • Staring, suggestive looks or sexual gestures
  • Unwanted advances, flirtation or requests for sexual favours
  • Intrusive questions about someone’s sex life or comments on their body
  • Displaying sexual images or sending explicit texts, emails, or messages
  • Unwanted physical contact such as hugging, kissing or touching

Regardless of the behaviour said to amount to alleged sexual harassment, it must fall within the legal definition to be actionable. Crucially, though, it’s the recipient who determines whether the conduct was unwanted (subject to a test of reasonableness), not the person engaging in it.

How do I Report Sexual Harassment at Work?

If an individual believes they’ve faced sexual harassment in the workplace, it’s important to document events carefully. Such incidents can be challenging to prove, especially when witnesses are limited or the perpetrator masks their conduct.

Keeping detailed records of when incidents occurred, what was said or done, and who was present will strengthen any future complaint. Supporting evidence might include witness information, relevant correspondence with the perpetrator, or CCTV footage of the alleged sexual harassment.

Once evidence has been gathered, the next step is to review the employer’s policies. While using the prescribed channel isn’t essential for a complaint to be valid, it can help ensure a consistent and efficient process. If no formal or confidential procedure exists, concerns may instead be raised with a line manager, HR department, or by submitting a formal grievance, depending on the circumstances and the identity of the perpetrator.

When making a complaint, it’s advisable to clearly set out the facts and explain the outcome sought. On receipt, the employer is expected to conduct a prompt and thorough investigation, culminating in a written decision. Employees also have the right to be accompanied at grievance meetings, and employers who fail to act appropriately may risk liability under the Equality Act 2010.

What to do if You Have Been Sexually Harassed and it’s Not Addressed

When an employer is made aware of alleged sexual harassment and doesn’t take appropriate action, a swift response is required. Claims associated with said misconduct must generally be brought within three months, less one day, from the last alleged act. It’s important to note, though, that when pursuing internal grievance procedures, this time limit isn’t paused.

Therefore, initiating Acas early conciliation in conjunction with one’s internal complaint is usually recommended. Not only does this pause the time limit, enabling individuals to pursue internal remedies, but obtaining an early conciliation certificate is ordinarily required before a claim can be brought.

However, should internal remedies and Acas early conciliation fail to provide a satisfactory outcome, individuals could then look to bring an employment tribunal claim. To do so, they would need to adhere to the time limits outlined above, as well as specific eligibility criteria.

Get Help with Redmans

If you’ve experienced sexual harassment at work and have any questions, contact Redmans Solicitors today. It may be that you’re unsure which avenue to pursue to seek a remedy or want help with a claim. Whatever the case, we’re here to help.

Our team of specialists will analyse your circumstances, answer your questions, and discuss the steps you can take next. It only takes a moment to find out how we can help you, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.