Cases4102137/2023

Claimant v Pets at Home Limited

28 June 2024Before Employment Judge M SangsterScotlandin person

Outcome

Claimant fails

Individual claims

Harassmentfailed

The tribunal found that the claimant fully participated in sexual conversations with TW and that these were not unwanted at the time. The claimant had a good relationship with TW until 26 October 2022 and regularly engaged with him via WhatsApp and video calls. The tribunal found it was only in hindsight, after her ex-partner suggested TW was grooming her, that she re-characterised the interactions as harassment.

Direct Discrimination(sexual orientation)failed

The tribunal found that key alleged acts were either not established (e.g., MS allowing TW to see investigation notes) or did not amount to less favourable treatment. TW's comment about wishing he had known the claimant before her previous bad relationships was found to be empathetic rather than an attempt to 'convert' her to heterosexuality, and would have been said to anyone regardless of sexual orientation.

Victimisationfailed

Although the claimant's grievance and appeal were protected acts made in good faith, the tribunal found no causal link between the protected acts and the respondent's failure to uphold them. The decision-makers (CS and BP) were not cross-examined about their reasons, and it was not put to them that they rejected the grievance/appeal because the claimant had complained.

Constructive Dismissalfailed

The tribunal found no repudiatory breach of contract. The respondent had reasonable and proper cause for its actions: the grievance was properly investigated (delay was justified by complexity and festive period), the outcome was reasonable given the lack of corroborating evidence, and the suggestions to move stores or pursue mediation were appropriate and supportive responses. The conduct complained of was not calculated or likely to destroy trust and confidence.

Facts

The claimant was a part-time sales assistant at Pets at Home from 2018 to 2023. After a relationship breakdown in March 2022, she formed a close friendship with the assistant manager, TW, with whom she discussed her personal life, including sexual matters, and exchanged messages outside work. After learning of workplace rumours about a sexual relationship between her and TW, and following advice from her ex-partner, she concluded she had been groomed and sexually harassed. She raised a grievance which was not upheld after a 42-day investigation. She resigned following an unsuccessful appeal.

Decision

The tribunal dismissed all claims. It found the claimant had willingly participated in sexual conversations with TW and only re-characterised them as harassment in hindsight. The discrimination claims failed as alleged acts were either not established or not because of sexual orientation. The victimisation claim failed due to lack of causal link. The constructive dismissal claim failed because the respondent had reasonable and proper cause for its actions throughout the grievance process and its suggestions for resolution.

Practical note

Consensual workplace banter cannot be retrospectively re-characterised as harassment simply because the relationship later soured, and an employer's reasonable handling of an unsubstantiated grievance, including suggesting a store move or mediation, will not breach the implied term of trust and confidence.

Legal authorities cited

Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337Lewis v Motorworld Garages Ltd [1986] ICR 157Omilaju v Waltham Forest London Borough Council [2005] IRLR 35Kaur v Leeds Teaching Hospital NHS Trust [2018] IRLR 833Amnesty International v Ahmed [2009] IRLR 884James v Eastleigh Borough Council [1990] IRLR 288Richmond Pharmacology v Dhaliwal 2009 ICR 724Betsi Cadwaladr University Health Board v Hughes EAT 0179/13A v Chief Constable of West Midlands Police EAT 0313/14Igen v Wong [2005] ICR 931Madarassy v Nomura International Plc [2007] ICR 867Western Excavating v Sharp [1978] ICR 221Malik v Bank of Credit and Commerce International [1998] AC 20Nagarajan v London Regional Transport [2000] 1 AC 501Laing v Manchester City Council [2006] IRLR 748

Statutes

Equality Act 2010 s.26Equality Act 2010 s.13Equality Act 2010 s.27Equality Act 2010 s.136ERA 1996 s.94ERA 1996 s.95(1)(c)ERA 1996 s.98

Case details

Case number
4102137/2023
Decision date
28 June 2024
Hearing type
full merits
Hearing days
4
Classification
contested

Respondent

Sector
retail
Represented
Yes
Rep type
barrister

Employment details

Role
Sales Assistant/Store Colleague
Service
5 years

Claimant representation

Represented
Yes
Rep type
lay rep