Two council workers have won a harassment claim over a colleague exposing himself to them outside of work, there are many learning points from case law –  HR and senior leaders, the overarching one being HR teams, Sexual Harassment Investigators need robust training in investigating sexual harassment.

Background

The tribunal case, Miss Stephanie Davies Miss Jennifer Thomas Respondent V Bridgend County Borough Council (Case Numbers 1602489/2024 and 1602490/2024) provides a good example of why employers need to train managers on how to response and investigation sexual harassment complaints.  It revolves round a sexual harassment claim where a colleague exposed himself outside of work.

Whilst the monetary compensation paid to the victims was relatively small the case illustrates what can go wrong with responses and investigations and why HR and Management need robust and regular training on sexual harassment complaint responses and investigation.

The offending incident took place on 12 June 2023 and the employment tribunal decision reached on 25 November 2025.  Over 2 years later.  This means over two years of stress, worry and burden.  Had those leading on the responses and investigations been better trained or informed all of this this may have been avoided.

Notable issues included:

• Post incident failed to provide a safe working place for the victims
• HR Failure to conduct timely risk assessments
• The victims perceived a lack of support from HR
• The abused were not provided with any information on the disciplinary investigation process
• Victims own work patterns were changed – not the abuser’s
• Victims were required to organise said changes their own work patterns
• HR took the decision that the victims did not need to be involved in any investigation
• HR refused to interview the victims
• On Abusers return to work HR advised the victims to, “bump into him and get it over with”.
• HR failed to follow company policy correctly
• The employer failed to provide investigation evidence to the tribunal
• The victims did not receive an apology for HR failing to follow organisational policy

 Read the full case file HERE >>>

Our courses on Preventing Sexual Harassment at Work help prevent issues like this