Dismissed for being pregnant: employer's false redundancy reason leads to £25,000 award
A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.
1 min read · Last updated 19 May 2026
Case details
Key facts
- The claimant was dismissed shortly after disclosing her pregnancy.
- The respondent gave a false reason for dismissal (redundancy) but the true reason was pregnancy.
- The claimant suffered injury to feelings and was prescribed antidepressants.
- The respondent failed to provide a statement of initial employment particulars.
- The claimant was underpaid in respect of furlough and notice pay due to failure to increase pay in line with national minimum wage.
Timeline
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Dismissal
The claimant was dismissed by the respondent, purportedly for redundancy, but the true reason was her pregnancy.
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Claimant started claiming JSA
The claimant began claiming Jobseeker's Allowance after her dismissal.
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Claimant started other employment
The claimant started working in another job, earning £825.72 until 22 October 2021.
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Maternity period commenced
The claimant's maternity leave period began.
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End of maternity leave
The claimant's maternity leave ended.
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Claimant started new employment as hotel receptionist
The claimant started a new job as a hotel receptionist.
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Liability hearing commenced
The employment tribunal heard the case over four days.
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Liability and remedy judgment
The tribunal found in favour of the claimant on pregnancy discrimination, unfair dismissal, unlawful deductions, and holiday pay.
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Costs judgment
The tribunal ordered the respondents to pay £20,000 in costs.
The legal issue
The tribunal had to decide whether the claimant was dismissed because of her pregnancy (direct discrimination) and whether the dismissal was unfair. It also had to determine claims for unlawful deductions from wages and holiday pay.
The outcome
The tribunal upheld the claimant's claims of pregnancy discrimination and unfair dismissal against ALM Electrical Solutions Ltd.
Key reasons:
- The employer gave a false redundancy reason; the real reason was the claimant's pregnancy.
- The employer failed to provide a statement of initial employment particulars and underpaid the claimant.
Compensation breakdown:
- Pregnancy discrimination: £25,030.88 (injury to feelings: £16,500; loss of earnings: £5,079.13; loss of pension: £496.17; interest: £2,955.58)
- Unfair dismissal: £520.90 (basic award: £20.90; compensatory award: £500)
- Unlawful deductions: £79.42
- Holiday pay: £9.41
- Failure to provide particulars: £980.08
- Total: £26,620.69 (including costs order of £20,000)
Lessons & takeaways
- Employers must never dismiss an employee because of pregnancy — that is direct discrimination and automatically unfair.
- Fabricating a reason for dismissal (e.g., false redundancy) will be exposed at tribunal and can increase compensation.
- Pregnant employees who suffer distress leading to antidepressant use may receive significant injury-to-feelings awards.
- Employers must provide a written statement of employment particulars within two months of starting work.
This case shows how an employer's attempt to disguise a discriminatory dismissal can backfire badly. The claimant, a pregnant employee, was told she was being made redundant shortly after disclosing her pregnancy. The tribunal found that the redundancy reason was a sham — the real reason was her pregnancy.
What the employer did wrong
ALM Electrical Solutions Ltd not only dismissed the claimant for a false reason, but also conducted a sham appeal process, ignored her distress, and failed to provide proper employment particulars. The tribunal noted that the claimant's GP prescribed antidepressants as a result, and she remained on them throughout her pregnancy. The injury-to-feelings award of £16,500 reflects the serious, long-lasting impact.
Why the result matters
For employees, this case reinforces that pregnancy discrimination claims can succeed even when an employer tries to cover up the true reason. The tribunal looked behind the stated redundancy and found the real motive. The award also included compensation for lost earnings, pension, and unpaid holiday pay — showing that tribunals will aim to put the employee back in the position they would have been in.
For employers, the message is clear: dismissing a pregnant employee is high-risk, and any attempt to disguise it will likely be uncovered. The costs order of £20,000 adds a further financial penalty.
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