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Case Study
Conflicting workstyles and differences in working habits are common in many offices, and can sometimes lead to complaints between colleagues. While such clashes are often inevitable, employers can take steps to reduce tensions and prevent issues from escalating.
The case of Ms C Ritchie v Goom Electrical Ltd, heard by the Watford Employment Tribunal this summer, explored whether an older employee was subjected to harassment by her younger, more boisterous colleagues.
Ms Ritchie worked for Goom Electrical Ltd for nearly two years between 2020 and 2022. In her mid-sixties, she worked alongside colleagues mostly in their twenties and thirties in a busy, noisy office environment. She reported to her manager that she was distracted by personal phone calls, mobile phones on desks, frequent breaks, and what she saw as general “time wasting.”
Despite raising these concerns repeatedly, she felt her complaints were not addressed. She requested to work from home but was advised to focus on her own tasks rather than her colleagues’ behaviour.
Ms Ritchie subsequently submitted a formal grievance. Soon after, she went off sick and eventually resigned. She then brought multiple claims before the Employment Tribunal, including:
Case Study
The Employment Tribunal ultimately dismissed all of Ms Ritchie’s claims. It found that the noisy, lively office environment did not constitute age discrimination or harassment.
The Tribunal concluded that Ms Ritchie’s perception of the workplace was not reasonable. While she took her work seriously and aimed to maintain professionalism, she attempted to apply her own standards to all colleagues, which led to feelings of frustration that were not justified.
Although the employer successfully defended the claims, the case highlighted the level of scrutiny applied to how they managed the situation, demonstrating the importance of handling workplace complaints carefully and consistently.
While this case focused on age discrimination, Ms Ritchie’s experience highlights common challenges in modern workplaces. Often, issues arise not from age alone, but from differences in working styles, experience, and expectations.
The timing of this case is also notable. As businesses require hybrid workers to spend more days in the office or return fully to in-person work, conflicting working patterns can become more visible when individuals are once again sharing the same space.
It is therefore vital that employers consider how to manage different workstyles and conditions to maintain a positive environment for all staff.
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