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The BBC has issued a formal apology to former BBC Radio Cornwall presenter Jack Murley, after an internal investigation concluded he was subjected to homophobic abuse at work and that managers failed to respond adequately.
Murley, who was dismissed by the BBC in 2024 following a disciplinary process connected to his social media posts about planned local radio changes, has long argued that workplace culture and management decisions left him exposed to hostility because he is gay.
Internal Review Found “Case to Answer” in Most Allegations
According to reporting based on a leaked internal report seen by BBC News, investigators reviewed 12 allegations relating to abuse and a lack of management action. They found there was a “case to answer” in eight of them.
Accounts described in HR and employment reporting include:
- A colleague allegedly calling Murley “fairy boy” in a workplace exchange.
- A joke told in front of colleagues using the slur “poof”.
- A remark about blood donation in which a staff member allegedly said gay men were more likely to die of AIDS, presented as a “numerical fact.”
- Murley reporting abusive listener messages, including emails, texts, and hostile phone calls.
One of the most serious allegations described in published coverage is that Murley raised concerns about abuse and was told by a manager it was not their job to deal with it, along with advice to sound “less gay” on air.
BBC Apology Acknowledges Failures, but Rejects Compensation
Personnel Today reports that BBC Chief Operating Officer across Nations Jason Horton wrote to Murley to apologise on behalf of the broadcaster, stating the BBC accepted the findings and had worked to improve culture across management and the wider team.
The same reporting says the BBC letter also stated there were no grounds for financial compensation, despite the findings of wrongdoing.
Murley Lost His Tribunal Claims Over Discrimination and Dismissal
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The apology arrives after Murley pursued employment tribunal action against the BBC, arguing he was targeted because of his sexual orientation and, separately, for trade union activity.
A published tribunal “Reserved Judgment” (Case 1402482/2024) records the dispute as a staged process, with events surrounding his dismissal treated as a later part of the proceedings.
It also confirms the existence of a whistleblowing investigation report dated 17 July 2024, produced by the BBC Corporate Investigations Team, assessing allegations of homophobic abuse and an alleged failure by management to protect him.
That tribunal decision notes the BBC unsuccessfully resisted disclosure of the internal whistleblowing report, taking the argument as far as the Employment Appeal Tribunal.
In the dismissal case, a later tribunal judgment (Case 1402481/2024) states Murley’s unfair dismissal claim failed and was dismissed following a hearing held in Exeter in October 2025.
A Case That Exposes the Gap Between “Legal Win” and Workplace Reality
Murley’s situation highlights a difficult truth for large employers. A disciplinary process can be upheld by a tribunal, while an internal workplace probe still finds that discriminatory abuse occurred and went unanswered.
Tribunal findings focused on whether the BBC’s disciplinary response was driven by policy breaches rather than discrimination. Separately, the internal whistleblowing investigation addressed alleged homophobic mistreatment inside the workplace and the adequacy of management intervention.
For organisations, that split matters. Legal outcomes speak to a specific test under employment law. Internal findings speak to culture, safeguarding, and whether people in positions of responsibility acted when abuse appeared in front of them.
What the BBC Has Said Publicly
In reports cited across HR coverage, the BBC has emphasised that it takes allegations about workplace behaviour seriously, while generally avoiding comment on individual employment cases.
Murley, for his part, has described the apology as a long-delayed acknowledgement that the conduct happened and that he was not fabricating his account of workplace treatment.
Why the Story Matters Beyond One Newsroom
BBC Local Radio sits at the intersection of public service broadcasting and local community scrutiny, with presenters often carrying a public profile that can invite both support and hostility.
When abuse reaches the workplace, and managers respond weakly, the damage extends beyond one person.
The case also arrives in a media industry reckoning over misconduct, grievance handling, and the risk that staff learn complaints will be minimised or reframed until the complainant leaves.
Murley’s apology, grounded in an internal finding of failures, adds pressure on the BBC to demonstrate that policies around dignity at work are enforced consistently, including in smaller regional operations where oversight can be looser.
What Happens Next
Public records show the employment litigation has already moved through multiple hearings, including an unfair dismissal decision in October 2025.
The BBC apology, while significant, is unlikely to be the end of the story. Murley’s public stance suggests he views accountability as unfinished, particularly around who knew about the behaviour and how long it continued before any meaningful response followed.
