The conviction of comedian Russell Brand on one rape charge and three sexual assault charges at Southwark Crown Court has sparked criticism over how media organizations allegedly neglected to safeguard his accusers. The BBC, MTV, and Channel 4 are now under scrutiny for reportedly overlooking his alleged misconduct for years.
Brand stood trial on seven charges spanning 1999 to 2009, involving six women. Police are now probing two additional rape allegations against him. Several victims have claimed his behavior was widely known, often occurring in public spaces where employers allegedly failed to intervene.
Employer Responsibility
Kate Palmer, chief operating officer at Peninsula, described the case as a clear example of how companies must actively prevent workplace harassment—even when perpetrated by external parties. She emphasized that employers should assess the broader contexts where staff interact and identify potential dangers in those environments.
Palmer stressed that an individual’s fame or financial value should never justify overlooking misconduct. This is especially critical in entertainment and media, where employees frequently engage with celebrities, agents, and production teams, increasing exposure to third-party risks.
A 2023 internal review confirmed that multiple complaints against him were dismissed, and staff feared retaliation if they spoke out. Employees were often reluctant to come forward because they feared bosses would back him. In 2025, the BBC issued an apology to staff for failing to address his behavior. The corporation and its production companies have already faced scrutiny for not escalating allegations of misconduct from other stars, including former Masterchef presenter Gregg Wallace. An independent report upheld 45 allegations against the chef, highlighting a reluctance by production staff to raise issues or concerns.
Increased Legal Responsibilities
Palmer pointed out that employers’ legal responsibilities in this regard have strengthened considerably in recent years. “Since October 2024 employers have had a proactive duty to take reasonable steps to prevent sexual harassment.
“Changes introduced just one week ago, on 30 October 2026, have strengthened this even further, requiring employers to take all reasonable steps to prevent sexual harassment and extending protections around harassment by third parties,” she said. “This means employers cannot afford to ignore warning signs or outstanding allegations simply because concerns have not resulted in formal action, particularly where individuals continue to work with or alongside those concerned.
“Employers should consider the risks, investigate concerns appropriately, and take proportionate steps to protect those affected. Importantly, the duty is preventative, not reactive.”
Palmer added that an employee does not need to have been sexually harassed before they can raise concerns with the Equality and Human Rights Commission about their employer’s failure to meet its obligations. “Ultimately, having a policy in place is not enough. Employers need to understand where the risks exist, take meaningful preventative action, ensure people feel safe to speak up, and respond appropriately where concerns are raised.
“No individual, regardless of who they are or the influence they hold, should be above the standards of behaviour expected in the workplace. Protecting employees must always take precedence over reputation, status, or commercial interests.”
Brand will be sentenced on Monday 9 November.
Receive the Personnel Today Direct e-newsletter every Wednesday. Jo Faragher has been an employment and business journalist for 20 years. She regularly contributes to Personnel Today and writes features for a number of national business and membership magazines. Jo is also the author of ‘Good Work, Great Technology’, published in 2022 by Clink Street Publishing, charting the relationship between effective workplace technology and productive and happy employees. She won the Willis Towers Watson HR journalist of the year award in 2015 and has been highly commended twice.
