Whistleblower’s complaint challenges London landlord

William Eccleshare, chair of Great Portland Estates (GPE) since February, is leading the investigation into the claims by a whistleblower, along with law firm Addleshaw Goddard. GPE owns London office spaces worth £2.9bn, 90% of them within walking distance of an Elizabeth line station.

The whistleblower alleges the HR team was requested by a department head to manipulate data on the diversity of the headcount in order to secure higher bonus awards.

The complaint alleges selective inclusion of employees, the counting of future hires and retroactive promotions to meet interim targets for gender and ethnicity to trigger a partial payout to directors in 2024.

In response to questions about the complaint, seen by The Observer, GPE chief executive Toby Courtauld said: “I do not recognise the picture painted of GPE’s culture and I therefore welcome the independent review that is being undertaken by the company’s non-executive directors.”

Last year, Courtauld, 57, received a bonus of £653,192, of which more than £40,000 was linked to “maintaining and nurturing a positive and inclusive culture” and gender and diversity targets. Courtauld was paid £1.49m in total. There is no suggestion his bonus was inappropriately calculated.

In GPE’s 2025 report, reaching gender and diversity targets accounted for a maximum of 7.5% of the salaries of its top three employees. Recently, however, there has been pushback from investors across the sector against linking executive pay to “fluffy” or “easily gamed” metrics.

The Observer spoke to 11 former and current GPE employees. One said the allegations aligned with their view that HR “prioritised optics and internal politics above everything else”. Another said: “They definitely have a lot of targets, but it’s very superficial.” Sources independent of the whistleblower claimed one assistant manager was racially abused by a GPE customer, and that this appeared to be ignored by management until the victim filed a formal complaint. Sources said the employee later left the company and signed a settlement agreement.

Several allegations in the complaint revolve around the apparent behaviour of a department director at the company’s 2024 summer party at a rooftop bar in Leicester Square. One allegation made to HR concerned the individual’s behaviour towards one of his direct reports on the dance floor. Another allegedly concerned a comment he was said to have made to a different staff member.

The document claims HR and Courtauld spoke with the individual in July 2024 but no serious disciplinary action was taken. The person’s employment was terminated via settlement this May after it emerged he had been accused of another minor sexual assault on a man at the 2024 Christmas party and an extramarital relationship he had with another employee turned sour.

Despite these claims being known to HR and senior leaders, sources at the company say the person in question was able to get a “team-building” trip to a private exercise class paid for by the company in early 2025. Team members noted to colleagues they felt “uncomfortable”.

The report alleges extramarital affairs that led to discrimination and favouritism; homophobic comments by senior directors; and an “alcohol-centric” workplace. It cited a “mental health” event where 62% proof alcohol was allegedly served.

Several current and ex-employees noted that GPE had often used settlement agreements. One said at least 16 people who resigned involuntarily in the 2023-24 had signed one. GPE has a headcount of close to 150. Others agreed with the whistleblower’s characterisation of an individual with a reputation for causing “emotional distress” to personal assistants to the point where they would either switch roles or leave.

GPE said the company remains committed to a “respectful, inclusive and positive work environment for all employees”. It cited a confidential staff feedback programme which showed that 86% of its employees said they felt comfortable and accepted at work. GPE said it was unable to provide further comment pending the result of the external investigation.