Esteves v West London NHS Trust

 

Calling someone ‘Auntie’ at work isn’t discrimination if it’s meant respectfully… right?

Not quite.

In Esteves v West London NHS Trust, the Tribunal found that calling a colleague “Auntie” can cross the line even without bad intent.

The SituationAn employee was:

• Called “Auntie” multiple times
• Compared to an “older staff member”
• Despite making it clear she didn’t like it

The Key Finding

The colleague used the term as a sign of respect (reflecting Ghanaian cultural norms).

But that didn’t decide the outcome.

What mattered was this:

• The comment was unwanted
• It continued anyway

That was enough for it to be offensive and amount to harassment.

But Context Still Counted

The Tribunal reduced the overall impact because:

• It involved one individual
• It lasted just a couple of months
• There were limited incidents beyond the repeated term

The Takeaway

Good intentions don’t cancel out impact. The law says “purpose or effect.”

If someone objects to language used about them, continuing to use it can create legal risk.

The claimant was awarded £1,425.15 in total (including interest) for injury to feelings specifically related to these “auntie” comments.

Quick Question For You

If someone in your team said “please don’t call me that”…

…Would it stop immediately?