Toxic Workplace Culture and “Boys Club Mentality” Exposed at Moët Hennessy

Moët Hennessy, LVMH’s €6bn wines and spirits arm, is currently the subject of a toxic workplace culture lawsuit, covering bullying and harassment at work. The case has received public attention after the former chief of staff, Maria Gasparovic, brought claims of unfair dismissal, gender discrimination and sexual harassment in the workplace.

In this article, we break down the key allegations. We then explore how they align with UK law and outline practical steps for employees facing similar workplace issues.

If you’ve any questions about how to deal with a toxic work environment or want legal assistance, contact us now. As employment law specialists, Redmans Solicitors can answer your queries and provide expert advice. All you have to do to get started is:

• Phone us on 020 3397 3603
• Request a callback by filling out our online form

Allegations of a Toxic Workplace Culture at Moët Hennessy

Claims and Company Response

Ms Gasparovic served as chief of staff to Moët Hennessy’s global head of distribution. However, after raising concerns of a toxic workplace culture, she was dismissed for “gross misconduct.” Allegedly, she had made threatening remarks to colleagues.

She subsequently filed claims of sexual harassment, gender discrimination, denigration and unfair dismissal. Among her claims, Ms Gasparovic alleged that she was told she required “anti-seduction” training if she wanted to be promoted. This came following a senior executive’s suggestion that she wanted to seduce individuals after a client said she was “gagging for it.”

Separately, she alleged that the company continued to ship products, such as champagne and cognac, to Russia via intermediaries. This was significant, especially since LVMH had previously stated back in March 2022 that it would cease operations in Russia following its invasion of Ukraine.

In response, Moët Hennessy denied any wrongdoing and countersued Ms Gasparovic for defamation. This was primarily influenced by her social media activities on LinkedIn, where she publicly disclosed her allegations. It sent her a cease-and-desist letter, stating that she could not claim whistleblower status after allegedly exploiting the same issues for her own gain and questioning the legitimacy of her claims.

Wider Complaints from Staff

Notably, though, following the publicity surrounding Ms Gasparovic’s case, several other individuals linked to the company came forward. They spoke to the Financial Times about an alleged toxic workplace culture, reporting that there was a “boys club mentality.”

Managers would shout like it was a 1990s “fashion house,” and a minimum of 20 head-office staff were reported to have gone on long-term sick leave last year, with many employees reporting stress and bullying in the workplace. Furthermore, while at least four other female employees made similar complaints to Ms Gasparovic, three took legal action before settling their cases outside of court.

A trial is now expected to take place this autumn. And although the proceedings will be governed by French law, the case remains relevant here. UK employers are legally bound to protect individuals against bullying and harassment at work, and employees must understand how to deal with a toxic work environment.

Toxic Workplace Culture: Employer Duties Under UK Law

In the UK, individuals are protected against bullying (when it constitutes discrimination), harassment, and sexual harassment under the Equality Act 2010. This legislation prohibits such unwanted conduct when it relates to a qualifying protected characteristic, such as sex, age or race.

Employers are legally obligated to prevent such conduct and can be held vicariously liable if they fail in their duties. Reasonable steps can include establishing robust policies on expected behaviour, implementing regular training, and conducting thorough investigations into any allegations.

In cases involving complaints of misconduct, employers should also consider the ACAS Code of Practice on Disciplinary and Grievance Procedures. This guidance outlines expected standards for handling complaints, and although not legally enforceable, tribunals give weight to it during judgments. If an employer unreasonably fails to follow the Code, a tribunal may increase any compensation awarded by up to 25%.

While it remains unclear whether Ms Gasparovic will be considered a whistleblower, it’s also worth noting that, in the UK, individuals who meet the legal definition are granted additional protections. Where a qualifying disclosure is made, the individual must not suffer a detriment or be dismissed because of it.

Responding to a Toxic Workplace: Steps Employees Can Take

If an individual has identified signs of a toxic workplace culture or has been a victim of the same, it’s essential that they know how to respond. Understanding what steps to take next can help prevent the matter from escalating and ensure justice is served.

Crucially, employees must know what to look out for, especially when the unwanted treatment isn’t happening to them. The signs of a toxic workplace can be obvious, but they aren’t always. Some examples include persistent gossip, managers belittling staff, exclusion from key opportunities, and repeated offensive jokes that target an individual.

In circumstances where such misconduct is present and identified, it’s important to maintain any relevant records wherever possible. Witness information, incident notes, and GP records can not only substantiate one’s claims but also strengthen their case.

Before taking a matter to the employment tribunal, though, it’s worth utilising internal channels. Discussing a concern with HR or raising a formal grievance can be a less stressful way of handling an issue without requiring legal action.

That being said, if an employee unsuccessfully attempts to resolve their problem internally, the next option would likely be to initiate early conciliation with Acas before presenting their claims to the employment tribunal. Discussing one’s options with a legal specialist first is usually advisable to ensure all routes are understood and an informed decision is made.

Get Help with Redmans

If you’ve been the victim of a toxic workplace culture, whether it’s discrimination, harassment or victimisation, contact us now. Redmans Solicitors are employment law specialists, and following a brief consultation, we can assess your eligibility to claim compensation.

It only takes a moment to find out how we can help, simply:

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