Sexual harassment by manager: administrator awarded £17,607 after boss sent explicit texts
An administrator who was sexually harassed by her boss, who sent explicit texts and propositioned her, has been awarded £17,607 by an employment tribunal. The employer failed to defend the claim.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant worked as an administrator for the first respondent from 12 October 2020 to March 2021.
- The second respondent, Mr Uddin, sent sexually explicit text messages to the claimant, including 'I wanna hump you' and 'Love … when are we going to fuck'.
- The claimant told Mr Uddin to stop, but he continued to call her, and she later saw him hanging around her flat.
- The claimant resigned because of the harassment and reported the matter to the police.
- The respondents did not file a response, leading to a default judgment on liability.
- The tribunal awarded the claimant £17,607.67 in compensation, including £15,000 for injury to feelings.
Timeline
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Claimant started work
The claimant began working as an administrator for All Techmart UK Ltd, the first respondent. She was the sole employee, and Mr Uddin was her manager.
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First explicit text message
Mr Uddin sent a text stating 'I wanna hump you' and 'Love … when are we going to fuck'. The claimant felt uncomfortable and started working from home more.
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Mr Uddin asked if claimant was alone
Mr Uddin sent a text asking if she was alone, and the claimant saw him hanging around her flat, causing her to fear for her safety.
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Second sexual proposition
Mr Uddin asked the claimant if she wanted to spend the night with him. She told him it was unacceptable harassment and blocked his number.
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Claimant resigned
The claimant resigned because of the harassment. She reported the incident to the police and moved home.
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ACAS early conciliation started
ACAS early conciliation began, ending on 13 May 2021.
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Claim presented
The claimant presented her claim to the employment tribunal.
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Notice of claim sent to respondents
The tribunal sent the claim to the respondents, requiring a response within 21 days.
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Default judgment on liability
Employment Judge Moor issued a default judgment finding the respondents liable for sexual harassment, sex discrimination, and breach of contract.
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Remedy hearing
The tribunal awarded the claimant £17,607.67 in compensation, including £15,000 for injury to feelings.
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Preliminary hearing on extension of time
The tribunal refused the respondents' application to extend time to present a response, upholding the default judgment.
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Costs order
Employment Judge Moor ordered the second respondent to pay £2,219.40 in costs for unreasonable conduct.
The legal issue
The tribunal had to decide whether the claimant was sexually harassed and discriminated against because of her sex, and whether her employer breached her contract by failing to give notice.
The outcome
The tribunal ruled in favour of the claimant, finding that the respondents sexually harassed her and directly discriminated against her, leading to her constructive dismissal. The respondents did not defend the claim, resulting in a default judgment.
Compensation awarded:
- £15,000 for injury to feelings
- £2,607.67 for other losses (including notice pay and expenses)
- Total: £17,607.67
Lessons & takeaways
- Employers must take immediate action if an employee reports sexual harassment by a manager, including investigating and stopping the behaviour.
- Failing to respond to a tribunal claim can result in a default judgment, leaving the employer liable without having a say.
- Victims of harassment can claim compensation for injury to feelings, even if they find a new job quickly.
- Harassment by a manager can make the employer vicariously liable, especially if they fail to take steps to prevent it.
A case of persistent sexual harassment
This case highlights the severe impact of sexual harassment in the workplace, particularly when the harasser is the boss. The claimant, an administrator, was subjected to explicit text messages and unwanted propositions from her manager, Mr Uddin, who was also the director of the company. Despite telling him to stop, the harassment continued, and she eventually saw him hanging around her flat, causing her to fear for her safety. She resigned and reported the matter to the police.
The employer, All Techmart UK Limited, and Mr Uddin failed to respond to the tribunal claim, leading to a default judgment. This meant the tribunal accepted the claimant's account and found the respondents liable for sexual harassment, sex discrimination, and breach of contract.
What could have been done differently
The respondents could have avoided liability by taking the claimant's complaints seriously, investigating the harassment, and taking disciplinary action against Mr Uddin. By failing to act, they allowed the harassment to continue and ultimately forced the claimant to resign. Their failure to defend the claim also meant they had no opportunity to mitigate the compensation.
Why this matters
This case serves as a reminder that employers are responsible for preventing harassment in the workplace, even when the harasser is a director. The tribunal awarded £15,000 for injury to feelings, reflecting the distress and fear caused by the harassment. The claimant also received compensation for notice pay and other losses. The case shows that victims of sexual harassment can seek justice through the employment tribunal, and that failing to defend a claim can lead to significant financial consequences.
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