In 1994, the Labour Court found Mary Lyons-Glynn was constructively dismissed after complaining about sexually oriented remarks at work, and directed Ultra Fashions Limited to pay her £1,000 compensation.
The Court found that a male colleague’s offensive and intimidating remarks continued after the company reprimanded him. It said no male worker would have had to endure similar working conditions, and that the company should have acted to stop the remarks continuing.
Ultra Fashions Limited said it dismissed Lyons-Glynn because of declining business and offered her Saturday work, which she declined. The Court found that her dismissal would not have occurred but for her reaction to the treatment, making it discriminatory under section 3(4) of the Employment Equality Act, 1977. The order was signed on 14 January 1994.