Jayla Boyd, a 17-year-old student working part-time at JD Sports in Belfast, never imagined her after-school job would become the center of a landmark sexual harassment settlement. In July 2024, Boyd’s experience at the popular athletic retailer took a distressing turn, leading to a £65,000 payout and a public reckoning for one of the UK’s biggest high street brands. The case, which concluded with JD Sports acknowledging and apologizing for the significant upset caused to Boyd, shines a light on the ongoing challenges of workplace harassment and the urgent need for robust employer accountability.
According to BBC News NI, the incident unfolded during a routine shift when Boyd’s male supervisor slapped her on the bottom. She was just 17 at the time, balancing her job with A-level studies. Boyd immediately reported the incident to her manager, who confirmed that the act had been captured on CCTV. Yet, rather than being removed from the situation, Boyd was required to finish the shift alongside her supervisor. The man approached her twice that day to apologize, attributing his actions to “muscle memory.”
Boyd’s distress only deepened as she navigated the aftermath. She submitted a written statement detailing her experience, but, as she later told BBC News NI, “I wasn’t formally interviewed about what happened. I felt upset and distressed that my employer failed to offer me support after the incident, so I used some annual leave to take time away from my job.” Upon her return, there was no return-to-work meeting, nor was she updated about any investigation or the outcome of her complaint. “I didn’t really ever hear much, I didn’t want to ask because I thought it was standard procedure that I was kept out of an investigation... I learned that wasn’t really standard procedure and I should have been involved,” Boyd explained to the BBC.
The lack of communication and support compounded her sense of isolation. Boyd believed that her personal information regarding the incident was visible to other staff on a manager’s computer, further eroding her trust in her employer’s handling of the matter. The situation reached a new low during a staff training session, when an example involving a woman being slapped on the bottom by a supervisor was discussed—Boyd felt certain the example was referencing her own ordeal. The embarrassment and lack of support ultimately led her to resign from her job.
Reflecting on her experience, Boyd admitted, “I never expected this to happen to me. The initial incident was embarrassing, but it was made worse because I felt like they were trying to ignore what had happened to me instead of dealing with it properly. I had to remain working with this male supervisor after he had sexually harassed me. Everyone deserves to feel safe and supported at work.” She added, “It took me a long time to understand that it was really serious and I think that came from the stigma around it. I was so worried about what other people thought... but now I am so glad I said something. I hope that by speaking out I can give others the confidence to challenge this type of behaviour.”
The Equality Commission for Northern Ireland (ECNI) supported Boyd’s case, emphasizing the broader significance of her actions. Chief Commissioner Geraldine McGahey, quoted by BBC News NI, stated, “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. 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.”
JD Sports Fashion PLC, in settling the case, not only acknowledged and apologized for the significant upset, distress, and injury to feelings experienced by Boyd, but also agreed to liaise with the ECNI to review its policies. A spokesperson for JD Sports told the BBC, “This incident occurred in July 2024 and was promptly addressed in line with our policies.” The company confirmed that the individual involved is no longer employed by JD Sports and reaffirmed its strong commitment to the principle of equality of opportunity. The ECNI noted that JD Sports has agreed to review its policies, practices, and procedures to prevent similar incidents in the future.
The £65,000 settlement stands out not only for its substantial amount but also for the message it sends to employers and employees across the UK and beyond. As reported by BBC News NI and other outlets, such settlements reflect the severity of the impact sexual harassment can have on a person’s professional and personal life. They also serve as a catalyst for broader cultural and procedural change within organizations.
The retail industry, like many others, faces mounting pressure to address workplace misconduct proactively. Companies are increasingly expected to go beyond basic compliance, implementing comprehensive training on appropriate conduct, reporting mechanisms, and independent investigations. As BBC News NI highlighted, the ripple effect of high-profile cases like Boyd’s encourages businesses to revisit and strengthen their anti-harassment frameworks. In 2025, there is greater public awareness and less tolerance for organizational shortcomings in handling such complaints.
Legal protections for employees are a critical component of this shift. In the UK and Northern Ireland, laws require employers to maintain workplaces free from harassment and to establish clear channels for reporting concerns. Employees are protected from retaliation, and companies that fail to meet their obligations face not only financial penalties but also reputational damage. Settlements like Boyd’s are a reminder that robust policies are not just a legal formality—they are essential for fostering trust and safety among staff.
JD Sports’ public apology and commitment to working with the ECNI signal a recognition of these responsibilities. For Boyd, the outcome is bittersweet. She told the press, “Like most A-level students, I was working in a part-time job to earn some money. I never expected this to happen to me.” Her willingness to speak out, despite the stigma and personal toll, has already begun to inspire others to challenge inappropriate behavior in their own workplaces.
As organizations across the UK take stock of their own policies, Boyd’s story stands as a powerful testament to the importance of listening to employees, acting swiftly on complaints, and ensuring that everyone—regardless of age or position—feels safe and valued at work. The settlement may close one chapter for Boyd, but its impact will likely be felt far beyond the walls of a single JD Sports store.
