Network Rail Worker Wins Employment Tribunal Case on Racial Harassment Claims

Parmjit Bassi, a worker at Network Rail's Eastleigh depot in Hampshire, won a racial harassment case at the Southampton employment tribunal. The case stemmed from incidents where colleagues placed materials in his locker. Bassi, who is not Muslim, sued Network Rail after experiencing these events and his subsequent dismissal in April 2021.

In November 2018, Bassi discovered an English Defence League leaflet in his boots inside his locker. The leaflet, produced by the far-right group, questioned what individuals were doing to protect their children from Islam. The tribunal determined this act targeted Bassi based on his race, treating him as part of a perceived racial group.

Bassi reported feeling shocked by the leaflet and noted that no follow-up occurred. His manager later admitted that more action should have been taken. The tribunal found Network Rail's response to the incident inadequate.

" — Southampton employment tribunal (The Guardian) Upon returning from annual leave in January 2019, Bassi encountered further incidents. Two copies of a national newspaper with the headline 'Knifed Nine Times' appeared in the office, one with a note reading 'It was Parm' and a knife in a nearby drawer. Another copy was placed in Bassi's boot.

The tribunal classified these as additional acts of racial harassment. Bassi's manager sent him home on full pay for his welfare and reassigned him to a different team without his input. Bassi continued seeking suitable work but faced ongoing difficulties.

Network Rail dismissed Bassi in April 2021. He appealed the dismissal, but it was upheld. The tribunal upheld claims of racial harassment and unfair dismissal, making Bassi eligible for compensation.

The case highlights workplace harassment policies at Network Rail, a major UK rail infrastructure company. Affected parties include Bassi, his former colleagues, and the company, which must now address the tribunal's findings. Future steps may involve payment of compensation and potential internal reviews of harassment procedures.