Ex-JD Sports worker wins £65k after being slapped by supervisor

Former JD Sports Employee Awarded £65,000 in Sexual Harassment Case

A former sales assistant at JD Sports in Belfast has secured a £65,000 settlement after pursuing a sexual harassment case against the retail giant. Jayla Boyd, who was studying for her A-Levels while working part-time, took the action with the support of the Equality Commission for Northern Ireland after a deeply distressing series of events at one of the company’s city stores.

The case centred on an incident where Ms Boyd was physically violated by a male supervisor who slapped her on the bottom during a shift. She immediately reported the assault to her manager, who confirmed the event had been captured on CCTV. Despite the gravity of the complaint and the availability of evidence, the supervisor was permitted to remain on shift, working alongside Ms Boyd for the remainder of the day. During this time, he approached her on two separate occasions, offering an apology and attributing his actions to “muscle memory”.

A Catalogue of Failings

Following the initial incident, Ms Boyd felt profoundly let down by her employer’s response. Although she provided a written statement detailing the sexual harassment, she claims she was never formally interviewed about the experience. The lack of structured support or follow-up left her feeling isolated and distressed, compelling her to use annual leave to create distance from a workplace she no longer felt was safe.

Upon her return, the situation did not improve. No return-to-work meeting was conducted to address her concerns or wellbeing. Furthermore, Ms Boyd stated she was kept in the dark regarding the status of the investigation into her complaint, leaving her without any sense of resolution or assurance that the matter was being taken seriously. Compounding her distress, she believed that sensitive personal information related to her complaint was left visible on a manager’s computer, potentially exposing it to other members of staff and breaching her privacy.

The final humiliation occurred during a staff training session. An example used to illustrate unacceptable workplace behaviour involved a female employee being slapped on the bottom by a supervisor. Ms Boyd was certain this example was a direct and thinly veiled reference to her own traumatic experience, leaving her feeling publicly shamed and exposed. This event proved to be the final straw, prompting her to resign from her position at JD Sports.

Accountability and a Call for Zero Tolerance

In settling the case, JD Sports Fashion PLC issued a full apology for the “significant upset, distress, and injury to feelings” experienced by Ms Boyd. The company acknowledged its failings and reaffirmed its commitment to equality of opportunity. As part of the settlement, JD Sports has agreed to collaborate with the Equality Commission to undertake a comprehensive review of its internal policies, practices, and procedures concerning harassment.

Geraldine McGahey, Chief Commissioner of the Equality Commission for Northern Ireland, commented on the broader implications of the case. “A zero-tolerance approach by employers to sexual harassment in the workplace will remind everyone how seriously it will be dealt with should any instances arise,” she stated. “In order to prevent it, employers must ensure that all staff know what behaviour is acceptable, and unacceptable, in the workplace. Employers must have clear policies and procedures in place to deal with harassment, and managers must be trained to use them appropriately. This type of behaviour must be investigated thoroughly, with the complaint dealt with sensitively and in a timely manner.”

A spokesperson for JD Sports Fashion plc added: “We apologise unreservedly to Ms Boyd for the significant upset caused. This incident occurred previously and was promptly addressed in line with our policies. The individual involved is no longer employed by the company. We work hard to create an environment where all colleagues are treated with dignity and respect in the workplace and whilst we have already made some changes to our processes, we welcome the opportunity to liaise with the Equality Commission to further review our policies, practices and procedures.”