Korean chain restaurant Terrace in seaside suspends and disciplines employees over workplace sexual harassment

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The restaurant stated that it has formulated policies and guidelines to prevent sexual harassment, and will strengthen relevant training to foster a better working environment.

Korean chain restaurant Terrace in seaside has announced suspension and disciplinary measures for staff involved in a sexual harassment claim made by a former female employee at its Festival Walk branch.

The former restaurant employee has posted a complaint on a social platform, alleging that she was made fun of and nicknamed by a female district manager and other colleagues since her first day of work and throughout her employment due to her body shape, which made her feel disrespected. The incident immediately garnered public attention online.

The restaurant issued a statement on Facebook on 4 January 2025, emphasising that the company is taking the incident seriously and will not tolerate any form of sexual harassment. After an internal investigation, the employees involved have been suspended and disciplined.

The restaurant continued that it hopes that every colleague can work in a safe and respectful environment, and it has formulated policies and guidelines to prevent sexual harassment in accordance with the Sex Discrimination Ordinance (SDO). Employees are encouraged to report to the HR department or management immediately should there be any inappropriate situations.

“In addition, we will strengthen relevant training to ensure that everyone in the company works together to foster a better working environment," the restaurant said in the statement.

The Equal Opportunities Commission (EOC) also issued a statement on 6 January 2025, expressing deep concerns about the incident.

The EOC said that under the SDO, it is unlawful for the staff member of an organisation to sexually harass a fellow staff member during employment.

“Sexual harassment involves engagement in unwelcome conduct of a sexual nature in relation to another person, be it physical, visual, verbal or non-verbal, in circumstances in which a reasonable person would have anticipated that the harassed person would be offended, humiliated or intimidated.

“Additionally, if a staff member (including an employer), alone or together with other persons, engages in conduct of a sexual nature that creates a hostile or intimidating environment for another staff member, it may also constitute sexual harassment.

“Furthermore, the SDO stipulates that employers may be held vicariously liable for their employees’ acts of sexual harassment in the course of employment, regardless of whether the acts occurred with or without the employer’s knowledge or approval.

“If the employers can demonstrate that they have taken reasonably practicable steps to prevent sexual harassment in the workplace, the steps can be relied on as a defence in the face of a claim in court.”

The EOC indicated that as a general principle, organisation should address employee complaints related to sexual harassment immediately by following established procedures and based on the principles of fairness, justice and impartiality. It is essential to ensure that both the complainant and the alleged harasser are treated fairly, with all information and records related to the complaint kept confidential.

According to the data, from January 2020 to November 2024, the EOC received a total of 930 complaints of sexual harassment under the SDO, of which 690 (74%) were employment-related.

Image / Terrace in seaside's Facebook