Former S4C executive speaks for the first time about how she was bullied

Martin Shipton

A former senior executive at S4C has spoken for the first time about the impact alleged workplace bullying and systematic management failures have had on her life as she launches a High Court legal claim against the Welsh‑language broadcaster.

Amanda Rees, 55, who joined S4C in 2016, becoming part of its senior leadership team, is represented by lawyers at Irwin Mitchell.

The law firm has issued proceedings in which they argue that S4C, as her employer, failed to protect her from a “toxic” workplace culture and “bullying” which they say took place under the guise of a process of organisational change.

It adds that Amanda suffered prolonged psychological distress and, following an acute stress reaction in February 2023, developed Takotsubo cardiomyopathy, a form of stress‑induced heart failure which required hospital treatment and ongoing medication.

Irwin Mitchell says that S4C failed to safeguard Amanda’s health, safety and wellbeing despite repeated warning signs and concerns being raised internally.

Iain Shoolbred, the expert workplace illness lawyer at Irwin Mitchell representing Amanda, said: “This case raises serious concerns about how Amanda was treated during her time at S4C and the devastating impact that had on her health, wellbeing and career.

“These events took place during a period when S4C was seeking to implement an agenda of organisational change, which is known to be a potentially stressful time for employees even if handled carefully. In this case, we believe S4C’s board and senior management team failed to offer appropriate oversight of a process that was conducted inappropriately and excessively robustly, leaving Amanda exposed to a foreseeably harmful workplace environment.

“Workplaces must be safe environments where everyone is treated with dignity and respect at all times. Employers have a duty of care to their employees and must take reasonable steps to protect them from foreseeable harm.

“While Amanda would rather not be in this position she feels she’s been left with no choice but to bring this claim. We now call on S4C to work with us to resolve these issues as swiftly as possible, allowing Amanda to try and focus on her recovery and rebuild her career.”

Amanda joined S4C as director of content in 2016 before becoming director of platforms in 2021, both roles placing her on the organisation’s senior leadership team.

‘Culture of fear’

Court documents say there was a “culture of fear, insecurity and anxiety” with staff being subjected to behaviour said to be “belittling, demeaning and humiliating”.

Amanda is said to have raised concerns on multiple occasions about leadership style and the impact on staff welfare, including with HR and other senior figures, but it is alleged that no effective action was taken.

Following her hospitalisation in February 2023 Amanda took sick leave and never returned to work. She later resigned from S4C in October 2023.

She said: “I loved my work and I cared deeply about S4C, its purpose and the people I worked with. Over time however, I could see that its public service values were being eroded, the working environment became frightening and unsafe. I felt powerless to stop what was happening. I felt repeatedly undermined and humiliated, while trying to continue in a senior role with responsibility for the wellbeing of others.

“The stress built up and affected me deeply. I went from being confident and passionate about my career to feeling anxious, fearful and unwell. I suffered severe heart failure as a direct result – a life-changing event which has left me with ongoing anxiety and trauma related symptoms. The impact on my health and my career has been profound and is something I continue to live with.

“Bringing legal action isn’t a decision I’ve taken lightly. I formally raised concerns with S4C through my solicitors in January 2025 and hoped its Board and senior leaders would acknowledge the harm caused but they didn’t.

“I’ve taken this step because I feel these issues need to be properly highlighted and we should not allow the truth about what happened to go unheard. I don’t believe an organisation can implement meaningful, positive change without being fully cognisant and accountable for its past mistakes.

“Learnings must be sincere and staff should be supported, listened to and protected at all times”

Unhealthy working environment

The case comes after the broadcasting union Broadcasting, Entertainment, Communications and Theatre Union (BECTU) raised concerns in late 2022 about an unhealthy working environment at S4C, including staff fears about victimisation and bullying, court papers say.

According to the claim, an internal “listening exercise” held in December 2022 produced overwhelmingly negative feedback, including criticism of leadership style and concerns that staff were fearful of speaking up. In April 2023, a second email from BECTU citing further accusations of bullying and toxicity led to the broadcaster commissioning an independent investigation into the events at the broadcaster.

The case is due to be heard at a later date.

The impact on Ms Rees was looked at as part of an investigation by Cardiff law firm Capital Law into bullying at S4C commissioned by the broadcaster following representations made by the broadcast workers’ union Bectu, four of whose members had been in tears as they told colleagues of their experiences.

S4C chief executive Sian Doyle was sacked in September 2023 following delivery of the Capital Law report, which stated: “The overriding theme of the evidence we received was centred around the behaviours and actions of S4C’s Chief Executive Officer, Sian Doyle and (but to a lesser extent) the Chief Content Officer, Llinos Griffin-Williams, and how they went about their work and how it unsettled the organisation.

“Sian Doyle and her behaviour was a prominent theme brought up again and again. We received examples of her behaviour from former employees, third parties and current employees of each of the three S4C offices, from different levels within the organisation and from different departments. Considering the number of participants who commented, and the number of examples given, Sian Doyle’s behaviour was highlighted as having the most significant negative impact on the working environment and atmosphere within S4C.

“Most examples are of Sian Doyle’s alleged bad behaviour (87.9%). Of those, 37 participants’ (26 current employees and 11 former employees) view was that Sian Doyle’s management style was confrontational, abusive and inconsiderate.”

Ms Doyle began legal proceedings against S4C, but the case was subsequently settled on undisclosed terms.