Sexual harassment is no longer just a reputational issue - it's a regulatory risk.

A recent tribunal ruling shows just how seriously employers are now expected to treat misconduct.

A senior cabin manager was dismissed after repeatedly making inappropriate, sexualised remarks to colleagues and in front of passengers. The employee took their former employer to tribunal, alleging unfair dismissal and discrimination based on sexual orientation.

The tribunal rejected the employee's claim.

The case offers clear lessons for in-house legal and HR leaders navigating harassment complaints - especially when the accused is senior, popular, or dismisses their behaviour as "just banter."

Sexual harassment: the new legal baseline

The legal obligations on employers have shifted. The Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into force in October 2024, introduced a new duty on employers to take "reasonable steps" to prevent sexual harassment at work.

If they don't, tribunals can increase compensation awards by up to 25%.

What happened in the case?

The employer dismissed a senior manager after they told a female colleague, in front of passengers, "I'm just staring at your ass."

The employee also repeatedly referred to women as "lovely ladies" over the PA system, and turned safety briefings into sexualised or mocking commentary.

There was a broader pattern of inappropriate, innuendo-laden remarks, despite a previous final warning.

The manager claimed they were being friendly, that it was all a joke, and that they were being targeted because of their sexuality.

The tribunal disagreed. It found the dismissal fair, lawful and proportionate. The behaviour - particularly in a public, customer-facing role - undermined trust and breached professional standards.

Lessons for in-house teams: what to do now

• ‍Review your policies. Make sure your sexual harassment policies are updated for the new obligations.
• ‍Train line managers. They're often the first to witness or receive complaints - and their response shapes outcomes.
• ‍Don't downplay "banter." Perception matters. What one person sees as funny may be deeply uncomfortable or intimidating for others.
• ‍Act early and consistently. A previous warning helped strengthen the airline's position. Without it, this may have gone another way.

Prevention is the best defence

With the new legal duty to prevent harassment coming into its one-year anniversary, this case is a timely reminder that "friendly banter" isn't a defence if the comments are unwanted or create a hostile environment.

Seniority doesn't insulate someone from consequences, and ignoring red flags can turn a personnel issue into a legal one.

Organisations that get this right will build safer, more respectful workplaces - and protect themselves from growing legal, reputational and cultural risk.