Saleswoman Molly Craigie loses sexual harassment claim after colleagues placed bets on who would sleep with her first at East Anglia Home Improvements in Watford

Starting a new job is usually stressful enough — learning names, figuring out routines, trying to make a good impression.

But for one young saleswoman, what should have been a fresh career step quickly turned into something disturbing.

Molly Craigie says she was left shocked after discovering that male colleagues at her workplace had allegedly placed bets on which of them would sleep with her first, not long after she joined the company.

The Alleged Betting Incident That Sparked the Case

Ms Craigie began working for East Anglia Home Improvements in September 2022.

Her role involved visiting potential customers to confirm contracts, and she was in her early 20s at the time.

Within just a couple of months, she claims she learned that two male colleagues — including her boss — had made a wager about who would “bed” her first.

She told the tribunal the comment stayed with her because it was the first time she felt she had been sexualised and singled out purely because she was a woman.

She also said the bet was made before the men knew she was already in a committed long-term relationship.

Other Remarks That Added to Her Discomfort

The tribunal also heard that Ms Craigie was allegedly told she had been hired because she “would not intimidate elderly customers.”

While not directly sexual, that comment was presented as part of a wider culture where she felt her presence was being judged through appearance and gender rather than professionalism.

Cases like this often highlight how workplace harassment isn’t always about one single incident, but about an environment that makes someone feel reduced to their sex rather than their role.

Taking the Firm to Tribunal

Ms Craigie left the company in June 2023 and later filed claims with an employment tribunal, including allegations of sexual harassment.

East Anglia Home Improvements argued that she was technically a self-employed contractor, meaning the tribunal should not even have jurisdiction to hear her claims.

Employment Judge Rebecca Peer acknowledged there was no evidence that Ms Craigie directly confronted anyone about the alleged wager or investigated further at the time.

However, the judge made it clear that such a bet — if made — would count as unwanted sexual conduct.

Why She Still Lost the Harassment Claim

Despite the judge agreeing that a wager like that amounts to harassment, Ms Craigie ultimately lost her sexual harassment case for a technical reason: she filed the claim too late.

Tribunal claims must be brought within strict time limits, and the judge concluded that this particular complaint was “out of time.”

As a result, her harassment allegations were dismissed, even though the conduct itself was described as inappropriate.

The Holiday Pay Win — And the Money Still Missing

Although she lost the harassment portion of the case, Ms Craigie did succeed in a separate claim for unpaid holiday pay.

The tribunal ordered East Anglia Home Improvements to pay her £4,775.

However, the court heard that the money has still not been paid.

The Company’s Attempt to Recover Legal Costs

After the tribunal outcome, the company then attempted to claim back its legal costs, demanding Ms Craigie pay £7,500.

Their representative argued she had tried to push what they called a “fanciful case” and accused her of manipulating the tribunal process.

They also claimed she had acted in bad faith by applying for anonymity.

Tribunal Rejects the Costs Application

In the most recent hearing, the tribunal dismissed the company’s request for costs — mainly because it was submitted too late.

The judge also added that even if the application had been made on time, it likely would not have succeeded.

What’s Next?

Ms Craigie is still waiting for the holiday pay award she was granted, while the company’s attempt to recover legal fees has been blocked.

The case serves as another reminder of how strict tribunal deadlines can determine the outcome, even when a judge acknowledges inappropriate workplace conduct.

It also raises ongoing questions about how harassment is handled in workplaces, and how difficult it can be for employees — especially young women — to navigate complaints, legal procedures, and financial consequences.

Summary

Molly Craigie brought a sexual harassment claim after discovering colleagues at East Anglia Home Improvements allegedly placed bets on who would sleep with her first.

A judge agreed that such a wager would amount to harassment, but her claim was dismissed because it was filed too late.

She did win £4,775 in unpaid holiday pay, which remains unpaid.

The company later sought £7,500 in legal costs from her, but the tribunal rejected that application as well.