Lorry driver wins £19k over claim she used her breasts to get ahead

By the Editorial Team · Thursday, August 13, 2026

Charlotte Brooks, an HGV driver at Co-Op, was awarded £19,042 in compensation after an employment tribunal found she experienced sexual harassment and sex discrimination from a colleague. The ruling criticized Co-Op for inadequate protection and delayed action, underscoring the need for employers to proactively safeguard employees against workplace harassment.

Charlotte Brooks, a heavy goods vehicle (HGV) driver employed by Co-Op, has been awarded £19,042 in compensation following an employment tribunal ruling that found she was subjected to sexual harassment and sex discrimination by a female colleague. The case centered on allegations made by fellow apprentice driver Kerry Dawson, who accused Brooks of using her breasts and performing sexual favours to gain advantages at work.

Brooks began working at Co-Op in 2022 as an apprentice lorry driver and currently remains employed there as a qualified driver. During a training course in Bristol for their Class 1 HGV licence in July 2022, Dawson reportedly told instructors that Brooks had engaged in oral sex to advance her position. Brooks described herself as “very upset and gutted” upon learning of these remarks. The hostility continued for approximately two years.

The dispute escalated in October 2024, when Brooks received a voice note from Dawson containing a derogatory comment: “Just because she’s got f-----g t---s she thinks she can flash them at anybody and anyone will do anything for her.” Brooks characterized this behaviour as bullying, which contributed to her distress.

The tribunal in Exeter heard that Co-Op accepted Dawson’s remarks constituted sexual harassment, resulting in Dawson’s dismissal. However, Dawson appealed the decision and was reinstated, which Brooks said further increased her anxiety. Employment Judge Paula Volkmer ruled that Co-Op did not adequately account for the severity of Dawson’s conduct or its impact on Brooks during the appeal process. She noted a pattern of minimising the sexual harassment Brooks endured.

The judge criticised Co-Op for a failure to implement safeguarding measures to protect Brooks once Dawson returned to the workplace. She observed that the company only took meaningful action after receiving a formal complaint from Brooks.

The ruling highlights the challenges faced by employees dealing with workplace harassment and emphasizes the importance of proactive measures by employers to ensure a safe working environment.

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