THE Savoy Resort & Spa, one of Seychelles’ most prominent hospitality establishments, is under serious public scrutiny following allegations of sexual harassment involving one of its senior managers. The Seychelles Labour Union (SLU) has raised the alarm over the resort’s handling of the complaints, as well as the concerning response—or lack thereof—by the Ministry of Employment.
According to the SLU, the complaints were formally reported to the Minister for Employment, the Principal Secretary, and the Director General for Labour Relations. Shockingly, the union states that all three senior officials treated the issue with indifference, dismissively responding that they were on official duty in Praslin and would address the matter upon their return to Mahé.
However, upon their return the following Monday, the Ministry’s hierarchy allegedly took no meaningful steps to investigate or intervene in what is being described as a deeply troubling workplace crisis.
At the heart of the controversy is the resort’s internal investigation process. The SLU has condemned the handling of the matter as not only inappropriate but also re-traumatising for the victims. The internal panel tasked with interviewing the victims was selected by the hotel’s Human Resources Manager. Alarmingly, during this process, the accused manager was reportedly permitted to directly question the victims—a move described as a further violation of their dignity and psychological well-being.
“We have sufficient information to establish that the perpetrator is being protected by certain members of middle management at the resort,” stated a spokesperson for the SLU. “This entire process appears designed to shield the accused while intimidating and discrediting the victims.”
The Union argues that the matter should have been immediately referred to the police for a criminal investigation, rather than being handled as an internal disciplinary issue. It further alleges that both the resort’s management and the Employment Department may violate the victims’ constitutional rights, especially concerning protection from abuse and the right to a safe working environment.
In light of these serious accusations, The Seychelles Independent is publishing a statement from one of the victims to shed light on the toxic environment at the resort and the systemic failure to protect women in the workplace. The victim’s identity has been withheld for her safety:
“We were made to feel like we were the ones on trial. I was questioned in front of the same person who harassed me. It was humiliating and terrifying. The HR Manager told us to keep things quiet ‘for the reputation of the hotel’. No one protected us. No one listened. Now, they just want us to forget it ever happened.”
The SLU is calling for an urgent, independent investigation into the matter and is demanding that both the Ministry of Employment and the Savoy Resort be held accountable for their alleged mishandling of these complaints.
This developing story has sparked broader concerns about how institutions in Seychelles respond to workplace harassment and whether there are sufficient safeguards to protect vulnerable employees, particularly women, in high-profile establishments.
The public awaits a firm and transparent response from the relevant authorities. Anything less will only serve to further erode trust in the institutions tasked with upholding justice and human dignity in the workplace.
Statement Regarding Harassment and Workplace Misconduct
I am writing to formally report repeated instances of abuse and harassment by the bar manager, Arun.
On multiple occasions, Arun has made me feel extremely uncomfortable by behaving inappropriately at the workplace. He repeatedly invited me to go out for drinks after work, asked me to his home for dinner, and on several occasions, touched my face and hand and attempted to hug me at work. These incidents were witnessed by others.
I always declined his invitations politely and tactfully, yet he continued with his advances. This inappropriate behaviour began during my vacation in August 2024 (I am attaching screenshots of the correspondence as evidence). Upon returning from vacation, his behavior not only persisted but intensified — the invitations became more frequent. When I declined, he would start conflicts, twisting the situation to make me feel guilty. This pattern repeated several times: I said no, he created conflict, each time positioning me as the one at fault.
Here’s a more refined version of your sentence:
Did I mention it before? No, because I was ashamed and scared. However, I did talk about the abuse several times, and each time I was told that I had to obey orders and control my emotions.
The situation escalated when he touched my hand, and I firmly asked him not to touch me again and to maintain professional boundaries, emphasising that we are not friends or in a relationship. After this, Arun’s attitude towards me changed drastically, and signs of bullying began to appear.
In one particularly upsetting incident, he shouted at me so loudly in the restaurant that guests turned their heads. He told me I was “nobody,” that I should “know my place,” and then threw me out of the restaurant in front of others.
Later, in Mr. Sujit’s office, I confronted Arun and asked whether he considered such behaviour appropriate — shouting at employees and throwing them out like dogs. His response was, “Yes, I think it’s normal and I will continue to behave like that.”
Around a couple of weeks ago, I was faced with bullying from his side again.
When asked whether I reported this, yes, I did. However, two meetings were held at Arun’s initiative to discuss my behaviour, without my presence or opportunity to explain my side. Only his perspective was heard.
I am submitting this statement in hopes that the situation will be investigated fairly and that necessary actions will be taken to ensure a safe and respectful working environment for all employees.
Sincerely,
Name withheld
22/06/25
