An ex-maths teacher at Eaton Square Senior School has lost his employment tribunal claim and has been ordered to pay £20,000. This comes after the teacher initiated legal proceedings, claiming victimisation and harassment related to race. The issue arose when the school in Mayfair reported his inappropriate behaviour with former pupils, which included comments on a bikini picture, to the local authority.
In this article, we delve into the details of the case and the tribunal’s findings. If you find this employment law update insightful, consider subscribing to our newsletter. Stay informed with our latest publications—just click the button above to join!
“Hhhhhheeeeelllllooooo” – Ex-Maths Teacher Responds to 14-Year-Old’s Bikini Pic
Joel Bevis began teaching at Eaton Square Senior School in 2018. However, in 2019, the school in Mayfair dismissed him after he sent a student “deeply concerning” messages. At the time, the ex-maths teacher claimed race discrimination, prompting the school to provide a £30,000 settlement. This was made without any admission of liability and put forward to ensure the private educational institution avoided litigation.
Unfortunately, following the settlement, Mr Bevis continued to contact former pupils, some of whom were 14 to 15 years old. This was a problem on two fronts. First, he’d been making derogatory comments about a current Eaton Square teacher and a private tutor in an attempt to persuade pupils to use his tutoring services.
Second, his familiarity with the pupils and the language he used gave cause for concern. On one occasion, the ex-maths teacher commented, “Hhhhhheeeeelllllooooo”, when a 14-year-old girl sent a bikini picture of herself.
Safeguarding of Pupils Raised
In November 2020, two students reported concerns about their interactions with Mr Bevis to a teacher. This was then brought to the attention of the headmistress at the time, Caroline Townshend.
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In turn, Mr Bevis’ actions were reported to the Local Authority Designated Officer (LADO), who later informed the police. Although the police determined his behaviour didn’t amount to criminal conduct, they raised concerns over the safeguarding of pupils.
Subsequently, the ex-maths teacher alleged that Eaton Square School’s report breached the confidentiality agreement contained in the initial settlement. He also brought several claims of race discrimination, including victimisation and harassment related to race.
Tribunal Slams Ex-Maths Teacher For ‘Entirely Inappropriate’ Conduct
The employment tribunal quickly dismissed Mr Bevis’ claims, ruling that the school in Mayfair was correct to report his conduct. They discussed how the ex-maths teacher continued to deflect the obvious inappropriate nature of his behaviour, suggesting that it was perfectly legal to offer tutoring services to pupils. He furthered his innocence, stating that the school’s social media policy no longer applied to him following his dismissal.
However, the tribunal couldn’t look past his “entirely inappropriate” actions. They ruled that the school had a duty of safeguarding its pupils, meaning they had no choice but to report him. The report was backed up by the LADO’s advice and wasn’t made maliciously or with the intent of destroying his professional reputation.
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Furthermore, the tribunal believed Mr Bevis was aware of his inappropriateness, too. During proceedings, when he was presenting evidence, the ex-maths teacher excluded pages from his correspondence with pupils. The tribunal stated this was because said pages contained the more concerning exchanges, showcasing the teacher’s awareness of his unseemly conduct.
As a result, the tribunal ruled against Mr Bevis and ordered him to pay £20,000 towards Eaton Square School’s legal costs.
So What is Race Discrimination?
When the ex-maths teacher sued his former employer, he alleged race discrimination based on victimisation and harassment. Although his claim was ultimately unsuccessful, others in similar situations may have legitimate grounds for legal action. To better understand one’s rights under such circumstances, read on.
Under the Equality Act 2010, individuals mustn’t be discriminated against because of their race. In the legilsation, this includes skin colour, nationality, and ethnic origin. Discrimination can manifest as direct or indirect actions or take the form of harassment or victimisation.
Should an individual experience race discrimination, they should first consider making an informal complaint. This approach can often lead to a quicker, less stressful resolution. However, if this doesn’t work or fails to achieve a satisfactory outcome, the next step is to raise a formal grievance. Many employers have official procedures, so checking the company’s policies is advisable before proceeding.
Legal action may be necessary if the issue remains unresolved after lodging a formal complaint. Before initiating legal proceedings, the individual must first go through ACAS early conciliation. Once complete, the individual could take their case to an employment tribunal. For expert guidance on race discrimination claims, consider contacting Redmans Solicitors, who specialise in employment law.
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