Angela Piromalli, who started working at the vehicle recycling company Charles Trent in January 2022, was subjected to sexist remarks by her manager, Ian Jolliffe, the tribunal heard. This included an incident where Jolliffe told Piromalli that she was wearing tight jeans for attention, the tribunal heard.
On another occasion, Jolliffe told Piromalli that the only reason she got the job was because of how she looked.
In March 2022, Piromalli lodged a grievance against Jolliffe after being advised to do so by the company’s chief operating officer. This resulted in Jolliffe being subject to a written warning.
Jolliffe was made redundant from the business in October 2022. However, it was said that the business later started working with him, while he was employed elsewhere. Upon learning this, Piromalli resigned and submitted a grievance in response to Jolliffe’s “return”.
This case underlines the company’s failure to implement proper preventative measures, said Stephen Cooper, managing director of harassment training provider Stop Sexual Misconduct.
Speaking to HR magazine, he said: “The judge ruled in Piromalli’s favour, condemning the manager’s language and conduct as inappropriate and inexcusable. Under the Equality Act 2010, and more recently the Worker Protection Act 2023, employers are under a legal duty to take proactive steps to prevent harassment in the workplace. This includes mandatory training for all staff – not just as a best practice, but as a compliance requirement.
“This case serves as a critical reminder: failure to educate and prepare your workforce doesn’t just lead to legal exposure; it erodes trust and safety. HR leaders must take immediate, meaningful action to build a culture of respect, accountability and legal compliance.”
Read more: Asking a woman why she wants to work is sexist, tribunal rules
Cooper advised HR leaders to implement four key steps to take action: provide comprehensive training, reinforce policies consistently, establish a clear reporting protocol, and foster a speak-up culture.
In her first month of joining the company, Jolliffe told Piromalli: “You don’t belong here; this is a man’s world.”
In February 2022, Jolliffe hit her on the bottom with a ruler and said: “Fuck, that’s not on CCTV is it? Whatever you do don’t tell [the CEO].”
The tribunal also heard that on another date in February, while the pair were working together, Piromalli walked into Jolliffe's office to update him on a recruitment matter.
When Piromalli told him that one of the candidates was female, he allegedly stood up and said he didn't want women working on the yard because they were a “fucking nightmare".
Read more: Calling women ‘birds’ and boasting about sex is sexual harassment, tribunal rules
Data published by workplace training provider iHasco, published last Monday (12 May), revealed a 1,213% year-on-year rise in sexual harassment awareness training. Such training has overtaken fire safety as the most-used corporate training in the UK.
However, although awareness training is important, HR leaders should act as role models to employees, stressed Nathan Pitman, managing director of iHasco.
Pitman told HR magazine: “Change comes from education, which is why awareness training is vital. It helps employees understand what harassment is, how to report it, and how to intervene. However, it must be supported by strong policies, leadership commitment, open dialogue, and consistent enforcement to drive lasting cultural change.
“HR leaders and managers should lead by example, implement clear anti-harassment policies, and make sure that their staff feel safe to report concerns.”
The amount that Piromalli will be awarded has not yet been decided.
