Project Manager wins sex discrimination claim after grievance picture shared with colleagues
A tribunal found that a manager sharing a picture provided in confidence during a grievance appeal amounted to direct sex discrimination. The claimant was awarded £2,331.98.
1 min read · Last updated 18 May 2026
Case details
- #direct-sex-discrimination
- #grievance-appeal
- #picture-sharing
- #bonus-breach
- #litigant-in-person
- #costs-order
Key facts
- The claimant was employed as a Project Manager from 4 November 2019 to 16 July 2021.
- The claimant alleged sexual harassment by Alexander Goulandris, but the tribunal found no unwanted conduct of a sexual nature.
- The tribunal upheld two claims of direct sex discrimination relating to the grievance appeal investigator sharing a picture the claimant provided in confidence with female staff.
- The tribunal found the respondent breached the claimant's contract by failing to pay her quarterly bonus for January-March 2021.
- The claimant was ordered to pay the respondent £5,000 in costs for failing to comply with a case management order.
- The claimant was awarded £589.68 net damages for breach of contract and £1,500 for injury to feelings.
Timeline
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Employment commenced
Claimant started as Project Manager at essDOCS EMEA LIMITED.
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Remote working began
Due to COVID-19, the office moved to full-time remote working.
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First complaint about Mr Goulandris
Claimant complained to Ms Comninos about Mr Goulandris shouting at her.
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Email with 'xx, yy, ????' sent
Mr Goulandris sent an email which the claimant interpreted as a sexual advance; tribunal found it was a genuine request for information.
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First allegation of sexual advances
Claimant told Ms Comninos and Mr Constantinou that Mr Goulandris made sexual advances.
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Formal grievance submitted
Claimant submitted a detailed grievance letter with allegations of sexual harassment.
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Grievance not upheld
Terri Baker found no evidence of sexual harassment.
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Appeal not upheld; picture shared
Paul Gordon dismissed the appeal and revealed he had shown the claimant's picture to female staff.
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Resignation
Claimant resigned with immediate effect, citing sexual harassment and failure to deal with grievance.
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Remedy judgment
Tribunal awarded £2,331.98 total compensation for breach of contract and injury to feelings.
The legal issue
The tribunal had to decide whether the claimant was subjected to sexual harassment, direct sex discrimination, constructive unfair dismissal, and breach of contract regarding bonus payments. It found no sexual harassment but upheld direct sex discrimination claims relating to the handling of the grievance appeal.
The outcome
The tribunal found that essDOCS EMEA LIMITED directly discriminated against the claimant by sharing a picture she had provided in confidence during a grievance appeal with female staff. This was less favourable treatment because of her sex. The tribunal also upheld a breach of contract claim for non-payment of a quarterly bonus.
However, the tribunal dismissed claims of sexual harassment, constructive unfair dismissal, and other discrimination allegations. The claimant was also ordered to pay £5,000 in costs for failing to comply with a case management order.
Compensation:
- £589.68 net damages for breach of contract (unpaid bonus)
- £1,500 for injury to feelings
- Total: £2,331.98 (after deduction of costs order?)
Lessons & takeaways
- Confidential information provided during a grievance process must be handled carefully; sharing it with colleagues can amount to discrimination.
- Litigants in person should comply with case management orders to avoid costs orders, which can significantly reduce any compensation awarded.
- A successful claim for breach of contract can run alongside discrimination claims, but constructive dismissal requires a fundamental breach of the implied term of trust and confidence.
- The tribunal will scrutinise the handling of grievances and appeals, especially where sensitive information is disclosed without consent.
This case shows how the mishandling of a grievance process can lead to a finding of direct sex discrimination, even when the underlying allegations of sexual harassment are not upheld. The claimant, a Project Manager with less than two years' service, resigned after her grievance about a colleague's behaviour was not upheld. During the appeal, the investigator shared a picture she had provided in confidence with female staff, which the tribunal found was less favourable treatment because of her sex.
What the employer did wrong
The employer's external HR consultant, who handled the appeal, showed the claimant's picture to female employees without her consent. The tribunal concluded that this treatment was because of her sex, as it was a breach of confidence that would not have happened to a male employee in similar circumstances. The employer also failed to pay the claimant's quarterly bonus, leading to a breach of contract claim.
Why this matters
This case highlights that even where the main allegations of harassment fail, employers can still be liable for discrimination in the way they handle grievances. The sharing of confidential information during an appeal was a clear error. For employees, it shows the importance of documenting how information is used during internal processes. The costs order against the claimant for failing to comply with a case management order also serves as a warning about the risks of pursuing claims without legal representation.
The total compensation of £2,331.98 reflects the injury to feelings from the discrimination and the unpaid bonus, though the claimant also had to pay £5,000 in costs, leaving her out of pocket overall.
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