Employment Tribunal Awards £20k to Trainee Called 'Nazi' and 'ISIS' by Colleagues
Trainee wins £20k over Nazi and ISIS workplace taunts

A young Muslim man has been awarded nearly £20,000 after an employment tribunal found he was subjected to a campaign of “unwanted conduct” and religious harassment at a London financial services firm.

Soliman Sinclair, a trainee accountant, was repeatedly called a “Nazi” and an “ISIS” supporter by colleagues at Sterling Services Limited, who mocked his Egyptian heritage and Muslim faith. The tribunal ruled the abuse created an “intimidating, hostile, degrading, humiliating and offensive environment” for Mr Sinclair.

A Sustained Period of Abuse

The tribunal heard that the offensive comments began just months after Mr Sinclair started his role in May 2021. One colleague, Mr O’Connell, openly referred to him as a “Nazi” on multiple occasions. Another co-worker, Mr Georgiou, joked that he was a supporter of the terrorist group ISIS.

Despite raising complaints with the company’s director, the abusive behaviour was not stopped. The tribunal judged the firm’s response to be “wholly inadequate,” failing to provide Mr Sinclair with a safe and professional work environment.

Employer’s Defence Falls Flat

Sterling Services Limited attempted to defend the comments as “banter,” a claim the tribunal judge firmly rejected. The ruling stated that the use of such highly charged and offensive terms related to his religion and national origin was unequivocally harassment under the Equality Act 2010.

The company was ordered to pay Mr Sinclair £19,700.04 in compensation for injury to feelings and accrued holiday pay. The judge noted the profound impact the harassment had on Mr Sinclair's mental well-being and professional confidence.

A Warning to Employers

This case serves as a stark reminder to all UK businesses of their legal duty to protect staff from harassment and discrimination. Dismissing racist or religious abuse as mere ‘office banter’ is not a defence and can lead to significant financial and reputational damage.

Employers must take proactive steps to foster an inclusive culture and address any complaints of discrimination swiftly and seriously.