A former Sainsbury’s manager has been awarded more than £59,000 after an employment tribunal ruled she was unfairly dismissed and subjected to sex discrimination. The tribunal found that the retailer “wholly failed” to act on her repeated complaints about a male colleague who verbally abused her with a sexist slur and later made threats that were never properly investigated. Instead, internal reviews placed blame on her management style, despite evidence that she faced repeated hostility and received little support following multiple safety incidents.
The tribunal identified a pattern of procedural failings, including mishandled grievances, deletion of crucial evidence, and inconsistent disciplinary action. It also criticised the retailer’s defence strategy as “unnecessarily oppressive”, highlighting a pattern of minimising gender-based misconduct, reframing it as “communication issues”, and disregarding whistleblowing protections. These failures, the judgment concluded, collectively amounted to direct sex discrimination, whistleblowing detriment, and constructive unfair dismissal.
The ruling highlights the importance of impartial investigations, consistent safeguarding responses, and effective evidence preservation. Employers should ensure that investigation frameworks are unbiased, evidence-based, and compliant with equality obligations. Timely action on complaints, practical training on gender bias and evidence management, and transparent communication with staff who raise concerns are essential to protecting both employee wellbeing and organisational reputation.
