Shorter Reads

Primark boss resigns following allegation by a woman “about his behaviour in a social environment”

This high-profile story illustrates the importance of companies taking all complaints seriously regardless of whether they happen inside or outside the office environment, and as ABF has rightly acknowledged, by both colleagues and third parties.

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Published 31 March 2025

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Primark’s boss, Paul Marchant, has resigned with immediate effect following an allegation by a woman “about his behaviour in a social environment”. Following an investigation by external lawyers, Associated British Foods (ABF), the owner of Primark, released a statement outlining that Mr Marchant “accepts that his actions fell below the standards expected” by the business, with the chief executive of ABF, George Weston, stating that “Colleagues and others must be treated with respect and dignity. Our culture has to be, and is, bigger than any one individual”. The company also added that it sought to provide “a safe, respectful and inclusive work environment where all employees and third parties are treated with dignity and respect”.

This is a high-profile example that illustrates that companies must take all complaints seriously regardless of whether they happen inside or outside the office environment and as ABF has rightly acknowledged (especially in view of the incoming changes under Labour’s Employment Rights Bill) by both colleagues and third parties. It is paramount when addressing any issues that companies carry out a fair and thorough investigation before deciding whether there is (or is not) a disciplinary case to answer before imposing any sanctions up to and including dismissal. This however also needs to be balanced with the need to deal with concerns promptly and decisively and in a confidential and sensitive manner.

As ABF’s chief executive has stated, the key to having an environment where inappropriate conduct and behaviour is not tolerated starts with cultivating a culture that feels empowered to raise concerns without fear of retaliation. As a minimum, companies should have in force clear policies and procedures that outline the standards expected and reporting mechanisms available whilst holding regular, bespoke training that is tailored to the risk profile of its business. Ultimately, policies and training only go so far, and it is for the company itself, through its senior leadership and managers, to role model the standards required and ensure these are lived and breathed on a day to day basis.

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Shorter Reads

Primark boss resigns following allegation by a woman “about his behaviour in a social environment”

This high-profile story illustrates the importance of companies taking all complaints seriously regardless of whether they happen inside or outside the office environment, and as ABF has rightly acknowledged, by both colleagues and third parties.

Published 31 March 2025

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

Primark’s boss, Paul Marchant, has resigned with immediate effect following an allegation by a woman “about his behaviour in a social environment”. Following an investigation by external lawyers, Associated British Foods (ABF), the owner of Primark, released a statement outlining that Mr Marchant “accepts that his actions fell below the standards expected” by the business, with the chief executive of ABF, George Weston, stating that “Colleagues and others must be treated with respect and dignity. Our culture has to be, and is, bigger than any one individual”. The company also added that it sought to provide “a safe, respectful and inclusive work environment where all employees and third parties are treated with dignity and respect”.

This is a high-profile example that illustrates that companies must take all complaints seriously regardless of whether they happen inside or outside the office environment and as ABF has rightly acknowledged (especially in view of the incoming changes under Labour’s Employment Rights Bill) by both colleagues and third parties. It is paramount when addressing any issues that companies carry out a fair and thorough investigation before deciding whether there is (or is not) a disciplinary case to answer before imposing any sanctions up to and including dismissal. This however also needs to be balanced with the need to deal with concerns promptly and decisively and in a confidential and sensitive manner.

As ABF’s chief executive has stated, the key to having an environment where inappropriate conduct and behaviour is not tolerated starts with cultivating a culture that feels empowered to raise concerns without fear of retaliation. As a minimum, companies should have in force clear policies and procedures that outline the standards expected and reporting mechanisms available whilst holding regular, bespoke training that is tailored to the risk profile of its business. Ultimately, policies and training only go so far, and it is for the company itself, through its senior leadership and managers, to role model the standards required and ensure these are lived and breathed on a day to day basis.

Associated sectors / services

  • Employment law for employees
  • Employment law for employers

Authors

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