Cases3304927/2023

Claimant v London Underground Limited

14 July 2025Before Employment Judge T.R. SmithLondon Centralin person

Outcome

Claimant fails

Individual claims

Harassment(sex)failed

The tribunal found that while unwanted conduct occurred, the claimant's evidence was not sufficiently credible or clear to establish the alleged sexual harassment and related conduct. The tribunal concluded there were no facts from which it could infer that harassment related to sex or of a sexual nature occurred.

Direct Discrimination(sex)failed

The tribunal found no less favourable treatment proven compared to a hypothetical or actual comparator. There was no cogent evidence that any delays, outcomes, or processes were because of the claimant's sex. The comparisons with X were inappropriate as they were not in materially similar circumstances.

Direct Discrimination(race)failed

Similar to sex discrimination, the tribunal found no facts from which it could conclude that treatment was because of the claimant's race. There was insufficient clear and cogent evidence to support the claim, and the claimant's perception alone was insufficient.

Indirect Discrimination(disability)failed

The tribunal found that lengthy grievance investigations were not a PCP but rather isolated acts with continuing consequences. Even if they were a PCP, the claimant did not prove group disadvantage for disabled persons, and the respondents showed justification for their processes.

Failure to Make Reasonable Adjustments(disability)failed

The tribunal found the alleged PCP (refusing relocation requests) was not established, or in the alternative, the claimant was not put at substantial disadvantage compared to non-disabled persons. The respondents did not know or could not reasonably have been expected to know of the claimed disadvantage during the relevant period.

Victimisationfailed

The tribunal found that while protected acts were established, the alleged detriments were not proven to be because of those protected acts. There were legitimate operational and procedural reasons for the respondents' conduct. The tribunal was not satisfied the protected acts materially influenced the treatment complained of.

Whistleblowingfailed

The tribunal found the claimant did not make qualifying protected disclosures. The allegations lacked sufficient factual content and specificity to constitute disclosures of information tending to show relevant failures. The claimant did not have a reasonable belief the disclosures were made in the public interest.

Facts

The claimant, a Trains Manager employed since February 2014, brought two claims alleging sexual harassment, sex and race discrimination, disability discrimination, victimisation and whistleblowing detriments. She alleged that a female colleague (X) made sexual advances including exposing herself, making sexually explicit comments, and threatening her career if she complained. She raised grievances which she alleged were not properly investigated. She also complained about the handling of a counter-grievance brought by X against her, investigated by external consultants PWC.

Decision

The tribunal dismissed all claims. It found the claimant's evidence insufficiently credible or clear to establish the alleged harassment. No less favourable treatment or detriments because of protected characteristics were proven. The alleged protected disclosures lacked sufficient factual content and were not made in the reasonable belief they were in the public interest. The tribunal found legitimate operational reasons for the respondents' actions.

Practical note

Claims of sexual harassment and whistleblowing require clear, credible, and specific evidence with sufficient factual detail; a claimant's perception alone is insufficient to shift the burden of proof in discrimination cases or establish protected disclosures.

Legal authorities cited

Madarassy v Nomura International Plc [2007] ICR 867Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337Kilraine v London Borough of Wandsworth [2018] ICR 1850Fecitt v NHS Manchester [2012] ICR 372Ishola v Transport for London [2020] ICR 1204Grant v HM Land Registry [2011] EWCA Civ 769Essop v Home Office (UK Border Agency) [2017] UKSC 27Field v Steve Pie [2022] EAT 68Hendricks v Metropolitan Police Commissioner [2003] ICR 530Chesterton Global Ltd v Nurmohamed [2018] ICR 731Pemberton v Inwood [2018] ICR 1291

Statutes

EQA 2010 s.21EQA 2010 s.26EQA 2010 s.27EQA 2010 s.123EQA 2010 s.136ERA 1996 s.43AERA 1996 s.43CERA 1996 s.43BERA 1996 s.47BERA 1996 s.48

Case details

Case number
3304927/2023
Decision date
14 July 2025
Hearing type
full merits
Hearing days
13
Classification
contested

Respondent

Sector
transport
Represented
Yes
Rep type
barrister

Employment details

Role
Trains Manager

Claimant representation

Represented
Yes
Rep type
barrister