Former JD Sports employee awarded £65k after male boss sexually harassed her

A student who worked as a sales assistant has settled a sexual harassment case against her former employer, JD Sports, for £65,000.

Jayla Boyd was working part-time in a Belfast store while studying for her A-levels. Ms Boyd, who was 17 at the time, was slapped on the bottom by a male manager. She stated that she was left furious by her employer's failure to support her following the incident.

JD Sports Fashion PLC acknowledged and apologised for the "upset and distress" caused to Ms Boyd as part of the settlement. It also agreed to collaborate with the Equality Commission for Northern Ireland (ECNI), which supported the case, to update its policies.

A spokesperson for JD Sports confirmed that the individual concerned is no longer employed by the company. "This incident occurred in July 2024 and was promptly addressed in accordance with our procedures," the corporation said in a statement.

"Muscle Memory" excuse

Ms Boyd reported the incident to her manager on the same day and was told that CCTV had captured the assault. However, the man was allowed to continue working with her for the remainder of the shift.

She said he approached her twice during that time to talk to her and apologised for his actions, claiming it was "muscle memory."

Despite making a written statement regarding the sexual assault, Ms Boyd said she was not formally interviewed about the matter. She expressed anger that her employer failed to provide her with assistance after the incident, leading her to take time off work as annual leave. She noted that no return-to-work meeting was scheduled upon her return.

Ms Boyd said she was kept in the dark about the investigation. "I didn't really hear much. I didn't want to ask because I thought it was normal that I was kept out of an investigation," she told BBC News NI. "I discovered later that it wasn't really standard procedure and that I should have been concerned."

She also believes that other employees saw her personal information relating to the incident on a manager's computer. Ms Boyd's distress was compounded during a staff development session when an example involving a woman being slapped by a boss was discussed. She felt the example was a direct reference to her own experience. Ms Boyd later resigned from her job.

"I never expected this to happen to me"

"I never thought this would happen to me. The first incident was embarrassing, but it was made worse by the fact that people seemed to be trying to deny what had happened to me rather than dealing with it properly," Ms Boyd said.

"I had to continue working with this male boss after he had sexually assaulted me. Everyone deserves to feel safe and well-supported at work."

She added: "It took me a long time to figure out that it was really important, and I suspect it was due to the stigma surrounding it... I was so worried about what other people thought. I'm so glad I said something. I hope that by speaking out, I will inspire others to question this kind of conduct."

Zero-tolerance approach

Geraldine McGahey, Chief Commissioner of the Equality Commission, said that a "zero tolerance policy" by employers regarding sexual harassment in the workplace "will inform everyone how seriously it will be dealt with if any instances arise."

"Employers must ensure that all employees know what behaviour is acceptable and unacceptable in the workplace," she said. "Employers must have concrete policies and procedures in place to deal with harassment, and managers must be taught how to use them properly. This kind of conduct must be investigated thoroughly, with the allegation being dealt with sympathetically and in a timely manner."

JD Sports Fashion PLC acknowledged and apologised for the "upset, sadness, and emotional distress" caused to Ms Boyd.

"We work hard to create a workplace where all employees are treated with dignity and respect," the company said. "Although we have already made some changes, we welcome the opportunity to consult with the Equality Commission to further review our policies, practices, and procedures.