The recent conviction of former Superdry co-founder James Holder has once again highlighted an uncomfortable reality: sexual abuse is often committed by someone the victim knows, trusts or works for, whilst in a position of power. Holder was sentenced to eight years' imprisonment after being convicted by a jury of raping a woman who worked for him following a work social event in Cheltenham in 2022. The case has received widespread media attention because of Holder's public profile, but as we see from the cases we deal with daily, the issues it raises are sadly far from unique.

In May 2022, Holder attended a work-related night out before accompanying a female colleague back to her home in Cheltenham. During the evening, the victim repeatedly refused his advances, but the court heard that Holder ignored her objections and sexually assaulted her despite her attempts to stop him.

Following a five-day trial, a jury convicted Holder of rape. He was subsequently sentenced to eight years' imprisonment, although he was acquitted of a separate charge of assault by penetration. Holder is due to be sentenced on 7 May at Bristol Crown Court.

Abuse of Power Can Happen in Any Workplace

One of the most horrifying aspects of this case is the imbalance of power between the perpetrator and the victim.

Where an employer, manager or senior colleague commits sexual abuse, victims often feel unable to report what has happened because they fear:

• Losing their job or damaging their career.
• Not being believed.
• Being blamed for the assault.
• Facing the perpetrator every day at work.
• Retaliation or victimisation.

These concerns are common and entirely understandable. Many survivors delay reporting abuse for months or even years. A delay does not make an allegation any less credible, and the law recognises that trauma affects how victims respond.

This is also reflected in recent legal developments which has now been reflected in a significant change to the law. From 1 July 2026, amendments introduced by the Crime and Policing Act 2026 have removed the three-year limitation period previously imposed for civil claims relating to sexual abuse in England and Wales. Instead of survivors having to persuade the court that their claim should be allowed to proceed out of time, the burden now falls on the defendant to show that a fair trial is no longer possible because of the passage of time.

The reforms are intended to give survivors greater confidence to pursue compensation without fearing that their claim will automatically be barred simply because the abuse occurred many years ago. While the removal of the limitation hurdle is a landmark development, survivors are still encouraged to seek legal advice and begin a claim as soon as they feel able. As time passes, evidence can become more difficult to obtain and witnesses' memories may fade, and a claim may still be prevented from proceeding if a defendant can demonstrate that a fair trial is no longer possible.

Criminal Proceedings Are Not the Only Option

While criminal prosecutions are an important part of the justice system, it is important to know that they are not the only legal avenue available to survivors.

Depending on the circumstances, survivors of sexual abuse may also be entitled to pursue compensation through a civil claim. Civil claims are entirely separate from criminal proceedings and have a different purpose.

A civil claim can:

• Provide financial compensation for the harm suffered.
• Recognise the impact the abuse has had on a survivor's life.
• Cover psychological injuries and treatment costs.
• Compensate for lost earnings where appropriate.
• Help hold individuals and, in some cases, organisations accountable.

Importantly, it is sometimes possible to pursue a civil claim even where there has been no criminal conviction.

Can an Employer Be Legally Responsible?

Every case depends on its individual facts, but there are circumstances where an employer or organisation may bear legal responsibility for abuse committed by someone working within the organisation, by perusing a claim by way of vicarious liability.

This might arise where:

• The abuse was closely connected to the individual's employment.
• The organisation failed to take reasonable steps to protect employees.
• Warning signs or previous complaints were ignored.
• Safeguarding procedures were inadequate.

The law surrounding employer liability is complex, and specialist legal advice is essential to determine whether a claim may be available.

Speaking Out Takes Courage

The survivor in this case has spoken publicly about the difficulties of returning to work after the assault and the emotional impact of reporting someone in a position of authority. Her experience reflects what many survivors tell us, that abuse by a trusted colleague, employer or professional can have profound and long-lasting consequences.

We recognise that reporting abuse is a deeply personal, and difficult decision. Whether someone chooses to report immediately, years later or not at all, they deserve to be treated with dignity, compassion and respect. At Switalskis, we will believe you and support you with this.

Specialist Legal Advice for Survivors

If you have experienced sexual abuse by an employer, manager, colleague or another person in a position of trust, you may have legal options available to you.

At Switalskis our specialist abuse solicitors act for survivors of sexual abuse across England and Wales. We understand that contacting a solicitor can feel overwhelming, and we offer confidential, sensitive and independent, and no-obligation advice tailored to your circumstances.

If you would like to discuss whether you may be entitled to compensation, our team is here to listen and explain your options so that you know what legal avenues are available to you.

Contact our Hannah Hodgson at hannah.hodgson@switalskis.com or Danielle Vincent at danielle.vincent@switalkis.com, specialist abuse lawyers today for a confidential discussion about your legal rights.