Office manager sexually harassed and dismissed after fabricated disciplinary documents
An office manager with just five months' service was sexually harassed by a colleague and then dismissed using fake disciplinary records. The tribunal awarded £39,662.92.
1 min read · Last updated 19 May 2026
Case details
- #sexual-harassment
- #sex-discrimination
- #unlawful-deduction
- #invented-documents
- #single-parent
- #pregnancy-discrimination-dismissed
Key facts
- The claimant was employed as an Office Manager from 23 June 2021 to 22 November 2021.
- Leon Briggs asked the claimant out on a date on 29 September 2021 and made intrusive personal comments.
- Leon Briggs repeatedly invaded the claimant's personal space and stared at her.
- Neil Briggs made gender-stereotypical comments about hiring a mother.
- The respondent created false disciplinary documents to justify the dismissal.
- The claimant was dismissed on 9 November 2021, ostensibly due to absence.
Timeline
-
Employment started
Claimant began work as Office Manager for Trustmark Plans Ltd.
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Date invitation and harassment
Leon Briggs asked the claimant out on a date and asked intrusive questions about her relationship.
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Complaint about personal space
Claimant asked Leon Briggs to stop invading her personal space in front of Angella Salmon.
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Text exchange with Angella Salmon
Claimant and Angella Salmon exchanged texts complaining about Leon and Mark Briggs' behaviour.
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Dismissal
Claimant was dismissed by Neil Briggs, ostensibly due to absence and performance issues.
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Employment ended
Notice period expired.
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Claim presented
Claimant presented her claim to the Employment Tribunal.
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Liability hearing started
Four-day liability hearing began at Reading Employment Tribunal.
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Remedy hearing
Remedy hearing held; respondent did not attend.
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Remedy judgment
Judgment awarding compensation issued.
The legal issue
The tribunal had to decide whether the claimant was subjected to sex discrimination, sexual harassment, and harassment related to sex, and whether she was entitled to unpaid bonus wages.
The outcome
The tribunal upheld claims of sexual harassment, sex discrimination, and harassment related to sex, as well as an unlawful deduction from wages claim for an unpaid bonus. The claim for pregnancy discrimination was dismissed.
- The claimant was awarded £39,662.92 in compensation for injury to feelings, aggravated damages, and the unpaid bonus.
- The respondent's conduct included creating false disciplinary documents to justify the dismissal, which the tribunal found to be an aggravating factor.
Lessons & takeaways
- Even short-service employees can bring successful discrimination claims if the conduct is serious enough.
- Creating false documents to justify a dismissal is likely to be treated as an aggravating factor, increasing compensation.
- Employers should take complaints about harassment seriously and investigate them promptly, rather than retaliating.
- Sexual harassment includes unwanted conduct of a sexual nature, such as asking someone out repeatedly or invading personal space.
What this case shows in practice
This case illustrates how a small family-run business can fall foul of discrimination law when it fails to take harassment complaints seriously. The claimant, an office manager, was subjected to unwanted sexual advances from a colleague, including being asked out on a date, intrusive questions about her relationship, and having her personal space invaded. When she complained, the company's response was to dismiss her, using fabricated disciplinary documents to justify the decision.
What the losing side could have done differently
The respondent could have avoided liability by taking the claimant's complaints seriously from the outset. Instead of creating false documents, they should have investigated the harassment allegations properly and taken steps to protect the claimant from further unwanted behaviour. The tribunal noted that the respondent's conduct in inventing documents was a serious aggravating factor, which increased the compensation award.
Why the result matters for similar claims
This case sends a clear message that employers cannot rely on short service to avoid liability for discrimination. The tribunal awarded £39,662.92, including significant sums for injury to feelings and aggravated damages. It also demonstrates that tribunals will look behind the stated reason for dismissal and examine whether the real reason was discriminatory. For employees, it shows that even if you have been employed for only a few months, you may still have a claim if you have been subjected to harassment or discrimination.
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