Spa manager at world famous golf course tried to sue after putting herself down to work for 10 days in a row

The spa manager at one of the most famous golf courses in the world put herself down to work 10 days in a row without telling anyone – then tried to sue over it.

Sharon Anfield elected to work 10 continuous days at Carnoustie then complained it was the ‘last straw’ and resigned from the prestigious golfing destination.

Mrs Anfield managed the spa at Carnoustie Golf Hotel & Spa – ranked as the 15th best golf course in the world – and was in charge of her own work rota there.

At an employment tribunal, she alleged that she had been made to work 10 days in a row at the historic Scottish golf resort and that she had no choice but to resign from her £30,000 a year job.

It emerged that the hotel was completely unaware she chose to work 10 days in a row.

Her bid to sue the course for constructive unfair dismissal was thrown out by Dundee Employment Tribunal in Scotland.

The Carnoustie Links – ranked number 15 in the world by Golf Digest magazine – is often called Golf’s Greatest Test because of the rugged terrain and shifting winds of Angus, Scotland.

The 96-bedroom luxury hotel has hosted The Open eight times, most recently in 2018 – won by Francesco Molinari – and the women’s Open in 2021 – won by Anna Nordqvist.

It has recently been acquired by a new company who have unveiled a multimillion-pound plan to add 25 bedrooms so it can lure back the Championship.

Mrs Anfield started joined the hotel’s spa in May 2018, before being promoted to Assistant Spa Manager in March 2025 and to Spa Manager in June 2025.

Her contract said that she was expected to work 40 hours a week over five days, but that these could include the weekend due to the nature of the spa – this meant it was feasible she would have to work from Wednesday until Friday the next week.

As Spa Manager, Mrs Anfield was responsible for the spa staff rota and her own shifts.

There were between five and 10 spa therapists while she was in charge.

The tribunal heard that Mrs Anfield “had been rostered to work December 14 to 24 with the weekend off (eight days) but because of last minute staff shortages she elected to work from December 14 to 24 (10 days).

“No-one was aware that she was working 10 days continuously and she did not raise this as an issue.”

But Mrs Anfield, from Montrose, Scotland, then resigned on December 29 with immediate effect.

She did not apply for another job for the following months because she wanted to look after her grandchildren, and turned down a job in March 2026 because of her health.

However she took the hotel to an employment tribunal in Dundee alleging that she had been forced to resign because of the unreasonable 10 days in a row she had worked – despite the fact that working it was her own choice.

She said she ‘did 10 days solid and couldn’t take it anymore’, and that she ‘was in charge of the rota but wasn’t in charge of staff phoning in sick’.

Employment Judge Michelle Sutherland dismissed her claims, saying: “[Mrs Anfield] asserts that the most recent act (or omission) which triggered her resignation (‘the last straw’) was the requirement to work 10 days consecutively without a day off.

“Working 10 days consecutively was not in breach of the Working Time Regulations or her the express terms of her contract.

“[Mrs Anfield] asserts that she worked 10 days in response to operational demands. The operational demands arose because of last minute staffing shortages which were beyond the [hotel’s] control.

“[Mrs Anfield] did not work 10 days because of an act or omission on the part of the [hotel]. [Mrs Anfield] elected to do so response to operational demands.

“The [hotel] was not aware that she was working 10 days continuously and she did not raise it with anyone.

“Working 10 days in response to operational demands did not by itself constitute a breach of the implied term of trust and confidence.

“[Mrs Anfield] did not resign in response to a repudiatory breach of contract and her complaint of constructive unfair dismissal does not succeed and is therefore dismissed.”

Mrs Anfield’s further claim of unlawful deduction from wages was also dismissed.

The named respondent in Mrs Anfield’s case was BH Alderwood Ltd, which is a management company responsible for employing 120 staff at the hotel. The hotel is run by Bespoke Hotels.