Sexually Harassed Tesco Employee Awarded £45K: “I Wish None of This Ever Happened”

An ex-Tesco employee who claimed she was sexually harassed and victimised at work has settled her claim against the supermarket giant for £45,000. This comes after she complained to the Office of the Industrial Tribunal in Northern Ireland over how her employer dealt with her internal grievance.

Below, we explore what transpired and the response from the Equality Commission for Northern Ireland, which supported her. We also examine what sexual harassment is and what to do if someone has been sexually harassed at work.

If you have any questions about how to report sexual harassment or believe your rights have been breached, please reach out. Redmans Solicitors are employment law experts. Following a quick chat, we can assess your case and advise on your possible next steps. Should you have an eligible claim, we could also help you navigate the legal process.

To begin, simply:

£45k Settlement Awarded to Sexually Harassed Former Tesco Employee

Lara Storey, 23, worked part-time as a dotcom personal shopper at Tesco when she was a university student. Unfortunately, shortly into her employment, she was sexually harassed by a colleague, experiencing repeated unwanted physical touching and inappropriate text messages.

The former Tesco employee, who’s now an international power-lifter, subsequently decided to report the sexual harassment to her managers. However, despite her grievance being upheld, the perpetrator remained in post, going against Tesco’s reassurances that he would be relocated.

Consequently, Lara Storey brought her case to the Office of the Industrial Tribunal in Northern Ireland. Here, the ex-Tesco employee claimed that by allowing the perpetrator to remain, the supermarket giant was breaching its equal opportunities policy and disciplinary code of conduct. She also stated that her employer had failed in its duty to ensure her working environment was safe and secure.

Sadly, after the former Tesco employee raised her external complaint, she was ignored and “constantly criticised”. As such, she eventually resigned, attributing her decision to the victimisation and unfair treatment she endured from senior staff.

Before the case reached tribunal proceedings, Tesco settled without admission of liability for £45,000. A spokesperson for the supermarket said, “We are committed to ensuring that everyone feels welcome at Tesco… We apologise for the way the concerns of this colleague were handled in this store and have taken some clear learnings which will help us further improve our processes going forward”.

Lara Storey stated, “I wish none of this had ever happened… I want other women to know that they don’t have to accept this type of behaviour or treatment, and they should expect to be treated fairly by their employer”.

NI Equality Commission comment and general response to the case

Following Lara Storey’s settlement after she was sexually harassed, the Equality Commission for Northern Ireland, which supported her, provided its own statement. Geraldine McGahey, its chief commissioner, said, “Our sex discrimination laws are almost 50 years old, and unfortunately, they are needed as much today as when they were first introduced”.

She explained how everyone should be treated respectfully and that employers must adequately address incidents with appropriate support and discipline. She added, “Employers [must] have policies and procedures in place to manage these situations effectively”.

What to do if Sexually Harassed at Work

If someone has been sexually harassed at work, like the ex-Tesco employee, they may be unsure how to act. What counts as sexual harassment in the workplace? How do I report sexual harassment? These and other questions may spring to mind. Read on as we discuss what those affected should do.

What Counts as Sexual Assault?

Before someone considers reporting sexual harassment, they may want to know what constitutes it. Deliberately, we asked, “What counts as sexual assault?” However, in the context of UK employment law, this isn’t exactly correct.

Sexual assault is, in fact, a criminal offence under the Sexual Offences Act 2003 and is outside the scope of UK employment law. Conversely, sexual harassment is a form of discrimination under the Equality Act 2010. This is in the scope of UK employment law and covers unwanted conduct of a sexual nature that violates the dignity of a person or creates an intimidating, hostile, degrading, humiliating, or offensive environment for them.

In reality, sexual harassment doesn’t need to include physical touching. It could present as inappropriate jokes, gestures, or unwanted attention that creates an uncomfortable or offensive environment.

Reporting Sexual Harassment in the Workplace

When reporting sexual harassment, employees have several steps they can take. Regardless of the measure pursued, though, they should begin by documenting any instances of harassment. By providing dates, times, descriptions and witnesses, individuals can strengthen the credibility of their complaint.

Following this, it’s generally advisable to start with an employer’s informal reporting procedure. This will typically involve speaking with a line manager or HR and gives the employer a chance to resolve the matter without the need for formal measures.

But if this doesn’t work, the sexually harassed employee could file a formal grievance. This should prompt a formal investigation, in line with the ACAS Code of Practice and the company’s harassment policy. Unlike an informal discussion, employers have certain legal obligations when handling a grievance.

Unfortunately, internal procedures don’t always achieve a satisfactory outcome. If this occurs, the employee may want to take their case to an employment tribunal. However, before doing so, they must undertake ACAS early conciliation and satisfy specific eligibility criteria.

Furthermore, should an employee want to pursue legal action, it’s advisable they seek legal guidance. As mentioned, specific steps must be taken before tribunal proceedings can be pursued and speaking to an expert in the sector can help ensure compliance.

Get Help With Redmans

If you believe you’ve been sexually harassed and your employer failed in its duty to support you, please contact Redmans Solicitors now. As specialists in the employment law sector, we can analyse your circumstances and advise on how you could proceed. Individuals with an eligible claim could also gain assistance with their legal proceedings.

To begin your journey with us today: