Lorna Hajdini, a 37-year-old executive director in JPMorgan’s New York leveraged finance team, now stands accused of drugging and sexually abusing a junior employee. The allegations have sparked significant concerns regarding workplace conduct and the power dynamics within corporate environments.
The accuser, known as John Doe, claims that the misconduct began shortly after he joined JPMorgan as a Senior VP/Director in March 2024. According to the lawsuit filed in the New York County Supreme Court on April 27, 2026, Hajdini allegedly used a date rape drug to incapacitate him before coercing him into non-consensual sex acts.
Doe further alleges that he faced threats regarding his career if he rejected Hajdini’s advances. He reported feeling trapped — an all too familiar narrative in discussions surrounding sexual harassment in workplaces. Compounding the situation, Doe claims he endured racially charged comments from Hajdini during their interactions.
In May 2025, Doe filed a formal complaint with JPMorgan’s HR team detailing his experiences of harassment and discrimination. However, the bank’s spokesperson stated that following an internal investigation, they found no merit to the claims. This denial raises questions about the effectiveness of corporate investigations into such serious allegations.
Hajdini’s legal representatives have strongly denied the accusations, asserting that she categorically rejects all claims against her. They emphasize her commitment to maintaining professionalism in her role at JPMorgan Chase.
In an unsettling twist, amid the growing scrutiny, Hajdini has reportedly deleted or deactivated her LinkedIn profile — an action that many see as an attempt to distance herself from the unfolding scandal.
The case highlights a troubling trend where powerful figures leverage their positions to exploit vulnerable employees. The financial sector has seen similar incidents, such as the case of Damilare Ajao, which ended poorly for the accused.
As this situation develops, it remains unclear how it will affect not only those directly involved but also broader conversations about workplace safety and accountability. A ruling on this matter is expected soon.