Grindhouse Day (or Man with an International Travel Ban)

Photo by Nathan Wright on Unsplash 

An interesting story appeared in the Scottish and national UK media on Wednesday 26 February 2025 about a case at Wick Sheriff Court which has made legal history.

Chief Constable of Police Scotland v Kevin Booth [2025] SC WCK 8

A link to the judgement (issued by Sheriff Neil Wilson) on the British and Irish Legal Information Institute (BAILII) can be found below:

https://www.bailii.org/cgi-bin/format.cgi?doc=/scot/cases/ScotSC/2025/2025scwck008.html&query=(Chief)+AND+(Constable)+AND+(of)+AND+(Police)+AND+(Scotland)+AND+(v)+AND+(Kevin)+AND+(Booth)+AND+(.2025.)+AND+(SC)+AND+(WCK)+AND+(8)

When I heard the first account of this story on BBC’s Six ‘o’ Clock News and, immediately afterwards on BBC Reporting Scotland, I assumed that the Sheriff Court had issued its Order under its criminal jurisdiction. I was wrong, but more about that later.  

A word of warning to anyone contemplating reading Sheriff Wilson’s judgement, it contains graphic accounts of violence carried out by Booth against his victims. The judgement is not for the faint hearted.

Totally by coincidence, this story was reported around the time that a major Hollywood film, Heretic (starring Hugh Grant) had just been released; the plot of which featured a misogynist running a torture dungeon under his suburban home. Although the real life setting of Booth’s remote, baronial mansion in the Scottish Highlands definitely won out over Hollywood for its sheer spookiness factor.

A link to the BBC Scotland report can be found below:

https://www.bbc.co.uk/news/articles/cy9dld3jgx8o

The Man with an International Travel Ban

The case centred around Kevin Booth who had been accused of physically abusing women in a private dungeon located in the cellars of his Highland home. Adding to the Grindhouse Movie atmosphere of this story, Booth was in the habit of filming these encounters. It later transpired that many of Booth’s victims were employed by him as domestic servants at his Highland home. Many of these women were foreign nationals who had been lured to the UK by promises of well paid employment with Booth. They were highly vulnerable to abuse and exploitation. These women were to be bitterly disappointed: the golden future that Booth had painted was a deception and, little did they know it, but they were about to enter a nightmare.

At first, I thought, nothing unusual about this story as violence against and the abuse of women and girls is still shockingly and depressingly common in Scotland (and the rest of the UK). Just that week, The Metro had run a front page story detailing the fact that the incidence of the crime of upskirting on trains had rocketed across the UK (see the link below). 

Back to Mr Booth: he is a millionaire (apparently) who owns a remote Scottish Baronial mansion located at the end of a 10 mile private road in the Highlands. The Police, acting on complaints received from several women who had worked for Booth, gathered evidence against him of potential, criminal wrongdoing e.g. torture (referred to as punishment beatings) and human trafficking, but the Crown Office and Procurator Fiscal Service (COPFS) later abandoned criminal proceedings against Mr Booth. 

When the average person hears phrases like human trafficking and punishment beatings, you can’t blame them for arriving at the completely justifiable conclusion that this will involve breaches of the criminal law.  

From knowledgeable sources of mine, it has been speculated that the Crown abandoned proceedings against Booth because it was not in the public interest (yes amazingly); there may have been some level of ‘consent’ given by Booth’s victims; and there was not a sufficiently high chance of securing a conviction against him.

That said, there are limits placed upon physical abuse that an adult may agree to undergo as the House of Lords made very clear in its decision of R v Brown [1993] UKHL 19 [1994] 1 AC 212. This case made headlines at the time because of the types of physical abuse which went way beyond the types of sado-masochostic sexual practices that would be deemed legally permissible.  

At this point, it is worth restating that we have a system of public prosecution in Scotland (private prosecutions are extremely rare). It is the Crown Office and Procurator Fiscal Service (COPFS) which make decisions about whether an accused person will face trial in a criminal court.  Police Scotland can charge a person with a crime (in this case Mr Booth), but it will be up to COPFS to green light a prosecution.

As we have seen, a criminal prosecution against Booth was attempted, but was later abandoned. This development, however, did not deter Police Scotland from taking further civil action against Booth at Wick Sheriff Court by applying for a Trafficking and Exploitation Prevention Risk Order (TERO).

Mr Booth is now the subject of an international travel ban to last for a duration of 5 years. This Order is the first of its kind in Scottish legal history.  The ban or was made in terms of section 26 of the Human Trafficking and Exploitation (Scotland) Act 2015. The official name for this type of ban is a Trafficking and Exploitation Prevention Risk Order or TERO for short.

In relation to his activities, Booth, however, has not been convicted of any criminal acts and the travel ban was imposed by a civil court. The Police actively sought this civil order. There are other restrictions imposed on Booth by the Sheriff Court. He will, for instance, have to notify Police Scotland in advance if he proposes to employ women at his home. This Order is more about controlling Booth in the future as opposed to punishing him (in the criminal sense) for his past treatment of the victims in the story. 

It has to be said that Mr Booth has a rap sheet that would turn most people’s hair white: physical abuse of pupils at a school in Africa where he worked as a teacher; further physical abuse of young children of school age in the North East of England; and, more worryingly, allegations of rape of a woman in the Republic of Ireland. Clearly, Booth is not a nice person – to put it mildly.  

The Police have had significant involvement with Booth and have investigated him after a number of complaints were received from women who stated that they had been physically abused by him.

On BBC Scotland, the reporter likened the abuse to “punishment beatings”. Booth is still a free man for now – although the Police will continue to monitor his activities.  At the time of writing, Booth was the subject of a criminal trial at Wick Sheriff Court for allegedly making indecent communication s to a woman (please see link to article on the BBC website below).

https://www.bbc.co.uk/news/articles/cd7v27nnv9go

The question being asked is “Why is this man not in jail?”  

This is clearly a question for COPFS to answer because it is the relevant legal authority for determining whether a public prosecution of an accused should proceed.  

The decision not to proceed against Booth is going to be particularly controversial given high profile campaigns about violence against women and attempts by the authorities to reduce these types of incidents.  

What about the victims pursuing private prosecutions against Booth?  

Well, this Blog has previously discussed the problems associated with these types of legal action in Scotland. It is theoretically possible, but highly unlikely in practice as the victims would have to make an application to the High Court of Justiciary for a Bill for Criminal Letters which would permit them to initiate a private prosecution against Booth. It’s worth remembering that the last successful private prosecution in Scotland was over 40 years ago (X v Sweeney [1982] JC 70

A civil action, for the time being, might be the only effective remedy for the victims. 

That said, the Police and COPFS are monitoring the situation and, if significant new, evidence comes to light, Booth may well have to face his day in a criminal court. 

In conclusion, Sheriff Neil Wilson had this to say about Booth’s conduct (at paragraph 102 of his judgement):

… the evidence of Mr Booth’s egregious conduct, as presented in court, was, at times, utterly harrowing. The graphic video footage, combined with the context and background provided by supporting documentary evidence in various forms, was redolent of a level of cruelty and depravity which, whilst extreme, one can only hope is rare. It might be thought that the use of such value-laden language in a legal judgment is inappropriate. I would beg to differ, and make no apologies for including it. This judgment may be primarily concerned with the legal issues before the court, but it is important not to lose sight of the human suffering giving rise to this case.” 

Recent Update About Mr Booth

On 28 October 2025, at Wick Sheriff Court, Mr Booth was found guilty of making an indecent communication to a woman who had been employed by him. Booth will return to Court at a later date to be sentenced by the Sheriff.

A link to the story on the BBC website can be found below:

https://www.bbc.co.uk/news/articles/cwyp392jx2do

Explanatory Note About Grindhouse Movies

According to Wikipedia: A grindhouse or action house[1] is an American term for a theatre that mainly shows low-budget horror, splatter, and exploitation films for adults.

According to historian David Church, this theater type was named after the “grind policy”, a film-programming strategy dating back to the early 1920s that continuously showed films at cut-rate ticket prices that typically rose over the course of each day. This exhibition practice was markedly different from the era’s more common practice of fewer shows per day and graduated pricing for different seating sections in large urban theatres, which were typically studio-owned.

Copyright Seán J Crossan, 26 February 2025 and 28 October 2025

Hostile, degrading, humiliating

Thanks to @tchickphoto for making this photo available freely on @unsplash 🎁

Scanning through the papers today for news worthy stories, I found myself looking across the sea (the Irish Sea to be precise) and it was there that I stumbled upon an interesting article in The Irish Times.

Regular readers of this Blog will be aware that I have a particular interest in the areas of discrimination and employment law and this story ticked both boxes.

A female supermarket delicatessen worker was repeatedly subjected to sexual harassment on an almost daily basis by one of her male co-workers. The dreadful treatment appears to have started less than a month after the woman commenced her employment (May 2018). Her manager (a man) was fully aware of the situation, but did nothing to put an end to her ordeal. In fact, he witnessed one of the brazen attempts by her tormentor and made a joke of it. This joke involved comments about people from Limerick. I have to say as someone who has Limerick ancestry, I felt pretty insulted when reading the manager’s gratuitous comment.

A link to the story in The Irish Times can be found below:

https://www.irishtimes.com/news/ireland/irish-news/deli-worker-awarded-20-000-for-almost-daily-sexual-harassment-1.4128207

The woman complained about the situation, but she was not informed about the progress of this by her employer. Eventually, the woman felt that she had little choice but to resign from her employment. This could be viewed as the last straw – her employer’s conduct having led to a complete breakdown in their relationship. It might be said that the implied duty of trust and confidence on the part of the employer had been completely shattered.

In the UK, we would, of course, recognise this situation as one of constructive (unfair) dismissal in terms of the Employment Rights Act 1996 and the Equality Act 2010 (she was being subjected to discrimination/unlawful less favourable treatment on the grounds of her sex).

When the woman’s formal complaint was submitted, her employer did move her male colleague to a different location within the supermarket (the storeroom), but he went absent on sick leave shortly afterwards.

The whole experience was extremely distressing for the woman who has now been awarded €20,000 in compensation.

Again, readers in the UK will make the obvious comparison with our Vento scale (or bands) for compensation for victims of discrimination. The sum awarded to this woman would fall into the middle band in the UK (£8,800 to £26,300).

A link to an article about the current UK Vento scale or bands can be found below:

https://www.crosslandsolicitors.com/site/hr-hub/injury-to-feelings-awards-updated-Vento-guidelines-April-2018

Anyone with a background in discrimination law who reads the article from The Irish Times about this story will immediately recognise the terminology used. The women alleged that her co-worker’s behaviour “was a violation of dignity in that it created an intimidating, hostile, degrading, humiliating and offensive environment for her.”

Such a statement reflects the language of the European Commission’s Code of Practice on Measures to combat sexual harassment. This Code was first formulated as far back as 1991 and has now been largely implemented into the legal systems of EU member states. The Republic of Ireland is, of course for the time being, one of our fellow EU member states and Irish anti-discrimination practitioners will be readily familiar with the terminology. For many years, Employment Tribunals and UK courts routinely used the Commission’s Code of Practice when dealing with cases which involve allegations of sexual harassment.

Current UK law on harassment in the workplace is contained primarily in the Equality Act 2010. More seriously, acts of harassment can also be a criminal offence.

A link to a guidance published by the UK Equality and Human Rights Commission concerning sexual harassment in the workplace can be found below:

https://www.equalityhumanrights.com/sites/default/files/sexual-harassment-and-the-law-guidance-for-employers.docx

The Conciliator appointed by Ireland’s Workplace Relations Commission, an independent statutory body created by Oireachtas – both Houses of the Irish Parliament, concluded that the woman’s employer had “failed to put appropriate measures in place to stop this harassment and sexual harassment from occurring or to reverse its effects”.

The Conciliator also noted that “the supermarket failed to conclude its investigation and make a decision is the most egregious flaw in the process.” The employer tried to justify this failure by saying that, as a matter of natural justice, it could not conclude the investigation because the male colleague had since left Ireland to return to his country of origin. The Conciliator stayed that the employer made this decision “at the expense of the complainant and closure for her of this appalling experience”.

Employers, please take note: failing to follow basic grievance procedures contained in the employment contract can have serious and expensive consequences. Such a failure on your part can contribute to the breakdown of the relationship with the employee and may very well open the door to claims for constructive dismissal against you.

Related Blog Articles

https://seancrossansscotslaw.com/2019/02/14/hurt-feelings/

https://seancrossansscotslaw.com/2019/02/22/sticks-and-stones-may-break-my-bones-but-names-will-never-hurt-me/

Copyright Seán J Crossan, 1 January 2020

Ungagged?

Photo by Igor Rand on Unsplash

Should employers be permitted to insist on the inclusion of a “gagging clause” or non disclosure agreement (NDA) when they settle a claim outside court or tribunal for alleged harassment or discrimination?

Maria Miller MP, Chair of the Women and Equalities Committee of the House of Commons certainly doesn’t think so. Ms Miller is firmly of the view that the UK Parliament should introduce legislation, at the earliest opportunity, to outlaw the widespread use of “gagging clauses” or non-disclosure agreements.

A link to the Committee’s Report can be found below:

https://www.parliament.uk/business/committees/committees-a-z/commons-select/women-and-equalities-committee/inquiries/parliament-2017/nda-inquiry-17-19/

In April 2019, the BBC revealed that Ulster University in Northern Ireland had paid out approximately £226,000 as part of 6 settlement agreements involving former members of staff who had brought claims for discrimination and harassment while employed at the institution. These settlement agreements contained confidentiality clauses, “gagging” clauses or NDAs (the reader is free to decide which term is preferred). The BBC also discovered that 96 UK universities had used NDAs representing £87 million in value. A truly staggering figure and one can only wonder what would be the figure for settlements in privately run businesses.

Confidentiality clauses are often a staple feature of cases brought to the Employment Tribunal. The parties may well decide to settle the claim privately before proceedings are concluded. It tends to be the case that the employer party is keen to include a confidentiality clause in the settlement agreement as a condition of making a payment to the ex-employee. It should be said of course that in these types of settlement agreements, the employer is making the payment without admission of liability and the reason for choosing this method to resolve the claim can often be purely about simple economics i.e. you weigh how much it would cost you in legal expenses and disruption to your organisation for representation at a 5 day Tribunal hearing as opposed to settling the claim quickly.

NDAs started life as a way of ensuring that former employees who had previously worked for organisations were not tempted to disclose trade secrets (or other information) to their new employers which they had acquired in their old jobs.

Admittedly, the common law imposes a number of duties on employees such as:

  • to provide loyal service;
  • to act in good faith;
  • to ensure confidential information remains secure

Now, it would be something of a stretch for employers to argue that the above duties permitted them to ‘gag’ employees who had been the victims of discrimination and harassment in the work-place – hence the rise of the NDA. This is where employers get the victims to enter into a legally binding settlement agreement where, in return for a compensation payment (and sometimes an agreed reference), the victim promises not to discuss their situation with anyone other than his or her legal advisers.

Since the rise of the #MeToo and Time’s Up movements, there has been much more interest in these types of settlement agreements as more and more allegations about sexual harassment in the work-place have come to light. It has been alleged that individuals such as the disgraced American film producer, Harvey Weinstein and the British retailer, Sir Philip Green made use of NDAs to prevent people discussing how they were treated when they worked for these individuals. These agreements are seen as a sinister attempt to buy the victim’s silence by rich and powerful men who have seemingly bottomless pockets and inexhaustible legal resources.

Maria Miller and her colleagues on the Women and Equalities Committee are now saying time’s up for these types of arrangements.

Links to the stories about the work of the Women and Equalities Committee and the use of NDAs at Ulster University can be found below:

NDAs: MPs call for ban on ‘gagging clauses’ over ‘cover-up’ fears

https://www.bbc.co.uk/news/uk-northern-ireland-47981244

Postscript

In July 2019, the UK Government announced that it plans to introduce a Bill to Parliament in order to ban the widespread use (and abuse) of non disclosure agreements in employment contracts.

A link to this story on the BBC news site can be found below:

NDAs: New laws to crack down on ‘gagging’ clauses

A ban will be placed on NDAs that stop people speaking to police, doctors or lawyers, ministers say.
The scale of the problem of alleged harassment in the work-place and how employers deal with this can be seen in the article below which appeared in The Independent:

Copyright Seán J Crossan , 12 June and 21 July 2019