Sex discrimination remark during stressful meeting: former employee awarded compensation
A former employee of Digital Grading Studio Limited has won her claim for sex discrimination after a remark made during a stressful meeting. She was also awarded holiday pay, notice pay, and compensation for unfair dismissal, totalling £2,989.36.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by Digital Grading Studio Limited.
- The claimant's claim for holiday pay was upheld for £290.64.
- The claimant's claim for notice pay was upheld for £1,532.48.
- The claimant's claim for unfair dismissal succeeded with a compensatory award of £1,166.24.
- The claimant's claim for sex discrimination was upheld; remedy to be decided later.
- The claimant's claims for disability discrimination, equal pay, and redundancy payment failed.
Timeline
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Sex discrimination incident
Mr Rousou made a remark to the claimant during a stressful meeting, which was found to be sex discrimination.
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Claim presented
The claimant presented her claim to the employment tribunal.
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Liability hearing begins
The liability hearing took place over four days from 16 to 19 May 2022.
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Liability judgment given
The tribunal gave its judgment on liability, upholding some claims and dismissing others.
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Judgment sent
The written judgment was signed and sent to the parties on 11 June 2022.
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Remedy hearing
The remedy hearing for the sex discrimination claim was held.
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Remedy reasons signed
Employment Judge R Lewis signed the written reasons for the remedy decision.
The legal issue
The tribunal had to decide whether the former employee was unfairly dismissed, subjected to sex discrimination, disability discrimination, and whether she was entitled to holiday pay, notice pay, and a redundancy payment.
The outcome
The tribunal partially upheld the claimant's claims. It found that she was unfairly dismissed and awarded a compensatory award of £1,166.24. The claim for sex discrimination was upheld, with a separate remedy hearing to determine compensation. Claims for disability discrimination, equal pay, and a redundancy payment were dismissed.
- Holiday pay: £290.64
- Notice pay: £1,532.48
- Unfair dismissal compensatory award: £1,166.24
- Total awarded: £2,989.36
- Sex discrimination remedy: to be decided at a separate hearing
Lessons & takeaways
- If you experience a discriminatory remark at work, document it and consider raising a grievance promptly.
- Unfair dismissal claims can succeed even if you are not entitled to a basic award, as compensatory awards may still be available.
- Claims for holiday pay and notice pay can be brought alongside discrimination claims, but ensure you have clear evidence of the amounts owed.
- Sex discrimination claims can succeed even for a single incident if it is found to be discriminatory.
What this case shows in practice
This case demonstrates that even a single discriminatory remark made during a stressful meeting can form the basis of a successful sex discrimination claim. The former employee, who represented herself, was able to persuade the tribunal that a comment by a colleague was discriminatory, highlighting the importance of the context and impact of such remarks.
What the employer could have done differently
Digital Grading Studio Limited could have avoided liability by ensuring that all employees, particularly those in management positions, are trained on appropriate workplace conduct. The remark was made during a meeting that was already stressful for the claimant, and the employer failed to address the situation appropriately. A timely apology or corrective action might have prevented the claim from escalating.
Why the result matters
This outcome reinforces that employment tribunals take sex discrimination seriously, even in cases where the discriminatory act is a single comment. The total award of £2,989.36, while modest, covers unpaid holiday pay, notice pay, and compensation for unfair dismissal. The separate remedy hearing for the discrimination claim will determine additional compensation, which may include an award for injury to feelings. For employees, this case shows that pursuing a claim without legal representation is possible, though challenging. For employers, it serves as a reminder that workplace conduct must be respectful and that failing to address discriminatory behaviour can lead to significant legal consequences.
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