Pramod Thomas is a senior correspondent with Asian Media Group since 2020, bringing 19 years of journalism experience across business, politics, sports, communities, and international relations. His career spans both traditional and digital media platforms, with eight years specifically focused on digital journalism. This blend of experience positions him well to navigate the evolving media landscape and deliver content across various formats. He has worked with national and international media organisations, giving him a broad perspective on global news trends and reporting standards.
ONE of the co-founders of Boohoo is facing a £20 million lawsuit from a former associate with whom he had a 'romantic affair' for two years.
After stepping down as a Boohoo director in 2017, Jalal Kamani, 64, recruited Leanne Holmes, 41, to launch his new enterprise, I Saw It First.
In legal filings against Kamani and the company, Holmes claimed that Kamani tasked her with developing the business, primarily known for supplying clothing to contestants on ITV's Love Island, assuring her that it would essentially become her responsibility to oversee, reported The Times.
At one juncture, she alleged that she functioned effectively as a chief executive or managing director, investing long hours to elevate the brand's prominence.
Holmes, who served as I Saw It First's buying and brand director, was terminated in 2021 from the Manchester-based business.
Now, she is seeking £20m based on an agreement for a 10 per cent stake in the company. Kamani, meanwhile, disputed these claims. I Saw It First was acquired by Mike Ashley's Frasers Group for £1 in 2022.
Jalal Kamani (Photo: LinkedIn)
The filings revealed that Kamani proposed offering Holmes a 10 per cent stake during a dinner at the Hilton in Manchester in March 2017, while persuading her to join the company.
At that time, she held the position of merchandising director at Pretty Little Thing, a Boohoo subsidiary established by Umar and Adam Kamani, the sons of Jalal's brother, Mahmud.
Subsequently, the offer was reduced to 5 per cent, the documents reveal, after Kamani cited dissatisfaction from his business partner regarding the size of Holmes's stake.
Following a £15m capital injection into the company in 2019, essential for its expansion, additional shares were issued and awarded to Kamani, diminishing Holmes's ownership of issued shares to a mere 0.02 per cent.
Kamani acknowledged that he and Holmes engaged in a romantic relationship that started in 2018, according to court documents, lasting approximately two years.
However, Holmes said in legal documents that their personal association was characterised by significant pressure and influence.
Holmes alleges she requested Kamani to cease sending her personal messages around July 2019, but he persisted in sending her a "barrage" of messages thereafter, some professing "love."
Additionally, she claims to have experienced discrimination and harassment from Kamani, with other female staff purportedly facing similar issues at I Saw It First. However, the documents do not detail the alleged harassment. Kamani denied these allegations too.
Holmes said that she felt subjected to a form of "coercive control" by Kamani after two substantial sums were deposited into her bank account, according to legal filings. One of these sums was intended to cover her housing expenses. Kamani said that these were "loans" and has initiated legal action to reclaim the funds.
Regarding the "loans," his legal team said: "This was not to control Holmes, but because Kamani was generous and wished to bestow that generosity upon her."
Holmes claims she was instrumental in building a successful business, whereas Kamani argues that the firm was incurring losses of £1m per month, which he was no longer willing to finance.
Kamani's legal team said that bullying complaints against Holmes were lodged by other staff members in September and November 2021.
A trial in this case is expected to be held in Manchester next summer.
Everywhen’s Menopause & Menstruation Support Group won the Network of Networks award for promoting inclusivity across all employee life stages.
Centrica’s + Network, Virgin Media O2, and other organisations were recognised for pioneering initiatives supporting gender, ethnicity, LGBTQIA, family, and well-being inclusion.
Leadership awards celebrated individuals driving cultural change, including Luke Martin, Rosie Whitfield, Jacquline Alcindor, and Tiernan Brady
Championing inclusion
The Employee Network Awards 2025, hosted by MP Dawn Butler and sponsored by Haleon, celebrated the nation’s leading diversity and inclusion initiatives on Wednesday (1) at the London Hilton on Park Lane. The ceremony recognised networks and leaders championing meaningful change in their organisations.
Everywhen’s Menopause & Menstruation Support Group won the Network of Networks award, the evening’s highest honour, recognised for creating inclusive workplaces that support employees at every stage of their working lives.
Other major winners demonstrated the breadth of inclusion work across sectors. Centrica’s + Network won Best Network Initiative of the Year for its pioneering Transgender Inclusion Policy. Nina Goswami from Clifford Chance received the Network Inspirational Role Model of the Year award for championing cultural change across law.
The University of Wolverhampton’s Disabled Staff Network won Outstanding Ability Network of the Year, while EDF (UK)’s Young Professionals Network received Outstanding Employee Network of the Year.
Sky UK’s Parents & Carers@Sky won Outstanding Family Network of the Year and Entain’s BeYou@Entain took the Outstanding LGBTQIA Network title. Virgin Media O2’s Enrich Network won Outstanding Ethnicity Network of the Year, Heathrow Airport’s Altitude Network received Outstanding Women’s Network of the Year, and HSBC Innovation Banking UK’s Well-being Employee Resource Group was named Outstanding New Network.
Simon Blake, George Bleasdale, Jacquie Lawrence, Jude Guaitamacchi, Linda Riley (Founder), Dawn Butler MP, Jennifer Stoute, Sarah Campbell, Kara Smith, Chizzy Akudolu
Empowering leaders
Leadership recognition also featured prominently. Luke Martin and Rosie Whitfield from Virgin Media O2 won Outstanding Network Lead of the Year. Jacquline Alcindor from L&G received Outstanding Executive Sponsor of the Year, while Tiernan Brady from Clifford Chance won Head of Diversity of the Year.
Linda Riley, founder of the Employee Network Awards, said: “It’s inspiring to see so many networks and individuals pushing for real change. Their creativity, dedication, and leadership show that supporting employees makes workplaces stronger, fairer, and more innovative.”
The awards recognise how employee resource groups strengthen workplace cultures by bringing together diverse voices and perspectives across age, gender, ethnicity, sexuality, disability, and other characteristics.
Speaking at the event, Claire Dickson, Chief Digital & Technology Officer and executive sponsor of Haleon’s Pride ERG, emphasised the importance of these networks. “Employee networks can really shine by providing safe spaces for constructive dialogue, challenging the status quo, and driving new initiatives to effect change,” she said.
By creating inclusive environments, organisations report stronger business performance better customer relationships making workplace inclusion essential for success.
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