Pregnancy & maternity

Bar supervisor on zero-hours contract (2 years' service) v Independent gastropub

A hospitality worker on a zero-hours contract had her shifts cut from 35 a week to zero within a fortnight of telling her manager she was pregnant. The tribunal awarded over £22,000.

Housekeeping Assistant (2 years' service) v Athlone House Limited

A housekeeping assistant's unfair dismissal claim was struck out because UK sanctions on the company's owner made it illegal to pay her. The tribunal said the claim had no reasonable prospect of success.

Hairdresser (9 years' service) v Langley & Brading Ltd

A hairdresser's unfair dismissal claim was struck out because she presented it too late, despite her premature baby and autism. The tribunal found no reasonable prospects of showing it was not reasonably practicable to claim earlier.

Chef (3 years' service) v Farmhouse Kitchen Huntleys Limited

A chef was automatically unfairly dismissed when her employer fired her by message after she requested time off for pregnancy-related bleeding. The tribunal awarded £18,479 for unfair dismissal, discrimination, and unauthorised deductions.

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

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.

Former employee v Grikis Ltd

A former employee who was dismissed while pregnant after raising health and safety concerns has won her claims for pregnancy discrimination and unfair dismissal. The East London Employment Tribunal awarded her £43,153.60 in compensation.

Former employee v UK Cleaning Contracts Limited

A cleaner was dismissed while pregnant, without a maternity risk assessment. The tribunal awarded £9,107.40, including £7,500 for injury to feelings.

Former employee v Ideal Shopping Direct Limited (in voluntary liquidation)

A former employee was awarded £37,178 after an employment tribunal found she was discriminated against because of her pregnancy and unfairly dismissed by reason of redundancy.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Office Manager (5 months' service) v Trustmark Plans Limited

An office manager with just five months' service was sexually harassed by a colleague and then dismissed using fake disciplinary records. The tribunal awarded £39,662.92.

Chartered physiotherapist (Head Sports Physiotherapist, 5 months' service) v Barnet Football Club Ltd

A head sports physiotherapist was constructively dismissed after being investigated and having her grievance rejected following her pregnancy disclosure. The tribunal awarded £18,152.48.

Former employee v Premier EA and FS Ltd

A former employee of Premier EA and FS Ltd has been awarded £58,077 after the tribunal found she was subjected to pregnancy and maternity discrimination, victimisation for raising grievances, and detriment for making protected disclosures, culminating in her unfair dismissal.

Finance Manager (7 years' service) v SSCP Spring Bidco Limited t/a Outcomes First Group Limited

An Employment Tribunal has dismissed all claims of maternity discrimination, harassment, victimisation and unfair dismissal brought by a Finance Manager who was made redundant shortly after returning from maternity leave.

Account Manager (19 years' service) v 52 Street Events Supplies Ltd

An account manager with 19 years' unblemished service was summarily dismissed by email while on maternity leave, with no investigation or disciplinary hearing. The tribunal awarded £37,310.

Former employee v Highams Park Academy Trust

A former employee's claims of constructive dismissal and discrimination were struck out after she failed to attend a preliminary hearing and did not provide a witness statement as directed.

Former employee (shop worker) v Ms M. Harvey T/A The Pickle Barrel

A former shop worker's unfair dismissal claim was dismissed after the tribunal struck out the employer's response for failing to comply with case management directions for over two years.

Former employee v The Blurt Foundation CIC (in creditors’ voluntary liquidation)

A former employee won automatic unfair dismissal and pregnancy/maternity discrimination claims after The Blurt Foundation failed to respond. The tribunal awarded £15,093.21, including an uplift for breaching the Acas Code.

Former employee (makeup specialist) v Makeup Specialists Limited

A makeup specialist was automatically unfairly dismissed because of her pregnancy. The tribunal awarded over £40,000 including an ACAS code uplift and injury to feelings.

Former employee v Wales England Care Ltd

A former employee's pregnancy-related unfair dismissal claim against Wales England Care Ltd was allowed to proceed after the tribunal identified the correct employer, dismissing claims against a dissolved company and a liquidated one.

Sales Progressor (2 years 7 months' service) v Paradigm Housing Group Limited

A tribunal has rejected claims of unfair dismissal, pregnancy discrimination and sex discrimination brought by a Sales Progressor who was dismissed after a performance improvement plan that began shortly after her miscarriage.

Customer Service Adviser (2 years' service) v Lloyds Bank plc

A customer service adviser with 2 years' service was constructively unfairly dismissed after Lloyds Bank failed to carry out a pregnancy risk assessment or provide a supportive chair, and mishandled her grievance. The tribunal upheld her pregnancy discrimination and unfair dismissal claims.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Former employee (less than 1 year service) v Churston Court Inn Ltd

A tribunal has awarded nearly £30,000 to a pregnant employee who was dismissed by text message after complaining about derogatory comments and a failure to provide support with lifting.

Head of E-Commerce (8 months' service) v Mibelle Ltd

A tribunal found that a Head of E-Commerce with 8 months' service was genuinely redundant, rejecting claims that her dismissal was linked to her pregnancy. She succeeded only on a claim for unpaid holiday pay.

Former employee (patient transport/administrative role) v Medicare EMS Group UK Limited

A former employee who brought claims for unfair dismissal and pregnancy discrimination had her case struck out after failing to comply with orders and not attending the hearing.

Former employee v Heavenly Body Ltd

A former employee has been awarded £10,282 after her employer, Heavenly Body Ltd, failed to attend hearings or respond to claims of unfair dismissal and pregnancy discrimination.

Former employee v Mrs Victoria Henderson t/a The Spirit Group

A former employee with psoriasis, psoriatic arthritis and type 2 diabetes was dismissed because of her pregnancy and disability. The tribunal awarded £24,626.93.

Retail Sales Advisor (4 months' service) v Eurochange Limited

A retail sales advisor was dismissed during probation for eight absences, five of which were for childcare. The tribunal found no automatic unfair dismissal because the employer offered reinstatement two days later, which the claimant rejected.

Former employee v Riverside Dental Spa

A default judgment against Riverside Dental Spa for maternity discrimination was revoked when the tribunal discovered the employer had in fact filed its response before the deadline. The case will now proceed to a full hearing.

Import coordinator (2 years 11 months' service) v International Forest Products (UK) Limited

An import coordinator who repeatedly stated she could not return to work after maternity and parental leave was fairly dismissed for some other substantial reason. The tribunal rejected her claims of unfair dismissal and discrimination.

Residential Support Worker (11 months' service) v Roundabout Limited

A tribunal dismissed claims of automatic unfair dismissal, pregnancy discrimination, race discrimination and victimisation brought by a Residential Support Worker who was dismissed after breaching Covid protocols. The employer was ordered to pay £1,355.65 for giving only one week's notice instead of four.

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

Former employee v Real Life Oldham Limited

A tribunal found that a former employee was unfairly dismissed because of her pregnancy, and awarded over £23,800 including £12,000 for injury to feelings.

Former employee (3 years' service) v Sage UK Ltd

A former employee's claims of constructive unfair dismissal and pregnancy/maternity discrimination were dismissed after the tribunal refused to extend the time limits, finding the claims were presented too late.

Contract Manager (2 years' service) v British Tourist Authority

A contract manager who was dismissed after returning from maternity leave has been awarded £39,538 after a tribunal found her dismissal was automatically unfair because it was connected to her maternity leave.

Former employee v Mihomecare Limited

A former care worker succeeded in her unfair dismissal claim against Mihomecare Limited, but the tribunal reduced her compensation to zero because of her own conduct and the likelihood she would have been dismissed anyway.

Accounts Administrator / Finance employee (6 years' service) v Innovation First International (UK) Limited

A tribunal refused to strike out an employer's response despite the claimant's allegations of unreasonable conduct, allowing the case to proceed to a full hearing.

Warehouse operative (agency worker) v Taylor Made Golf Limited

A warehouse operative who worked via an agency was not an employee of Taylor Made Golf, but her pregnancy discrimination claim as a contract worker was allowed to proceed despite being nearly a year late.

Former employee v Euroselect

A former employee's pregnancy discrimination and unfair dismissal claim was thrown out because she lodged her claim without an Acas early conciliation certificate. The tribunal ruled it had no jurisdiction.

Operator in Facilities Management (4 years' service) v Derby City Council

An operator at Derby City Council had her pregnancy discrimination and harassment claims dismissed because they were brought too late, despite the tribunal finding some treatment was unfavourable.

Former employees (21 claimants) v PARC (Essex) Limited

A tribunal awarded protective awards, redundancy pay, and unpaid wages to 21 former employees of PARC (Essex) Limited after the company ceased operations without any consultation or notice.

Former employee v Katie Hillier Limited

A former employee on maternity leave was unfairly dismissed and denied two months' contractual notice. The tribunal awarded £7,229.68 including injury to feelings and corrected a miscalculation on reconsideration.

Pub Manager (3 years' service) v Your Friendly Local Ltd

A pub manager was automatically unfairly dismissed and discriminated against after her employer failed to carry out a pregnancy risk assessment, changed her contract, evicted her from tied accommodation, and refused to let her return from maternity leave. The tribunal awarded £40,743.

Co-director and 50% shareholder of training company v Evolving Edge Ltd

A tribunal dismissed a co-director's claims of pregnancy and sex discrimination against her business partner, ruling that the breakdown was a commercial dispute over profit-sharing and share valuation, not discrimination.

Telephone operator (taxi firm) v Key Cars (Widnes) Ltd (in Liquidation)

A telephone operator who was dismissed for taking a cigarette break 12 minutes into her shift, while other employees who did the same were not disciplined, has won her claim for automatic unfair dismissal related to pregnancy. The tribunal awarded her £17,003.

Stable Lass/Work Rider (2 years 8 months' service) v Richard Fulke Johnson and Eve Johnson Houghton T/A Eve Johnson Houghton Racing

A stable lass who signed a settlement agreement under pressure to get an eviction letter has won the right to bring her pregnancy discrimination claim. The tribunal set aside the COT3 agreement on grounds of duress.

Quality Improvement Manager (probationary employee) v BPP University Ltd

A Quality Improvement Manager dismissed while on probation after her miscarriage lost her unfair dismissal and discrimination claims. The tribunal found the decision was based on genuine performance concerns and a breakdown in working relationships, not pregnancy.

Sales employee (commission-based) v Maple Green Fine Foods Limited

A sales employee who claimed she was underpaid commission by Maple Green Fine Foods has been awarded £2,653.06, but her allegations of sex and age discrimination and pregnancy-related dismissal were dismissed.

Former employee v Sami Husseyin

A former employee was awarded £26,668 after being dismissed because of pregnancy and pregnancy-related illness. The tribunal found the employer, a sole trader, discriminated against her and unfairly dismissed her.

Shift manager (2 years' service) v XPO Logistics UK Limited

A shift manager who resigned after her line manager's sarcastic comment and a refused flexible working request lost her constructive dismissal claim. The tribunal found she had affirmed the contract by continuing to work.

Fleet Sales Assistant (4 years' service) v Ssangyong Motor UK Limited

A fleet sales assistant who was made redundant after returning from maternity leave has lost her claims of unfair dismissal and discrimination. The tribunal found the redundancy was genuine and her discrimination claims were out of time.

Former employee v Callacab (UK) Ltd (in liquidation)

A former employee won over £41,000 in compensation for sex discrimination and unfair dismissal after her employer failed to defend the claim.

Paralegal (3.5 years' service) v Swift Lawyers Ltd

A paralegal with 3.5 years' service was unfairly dismissed and discriminated against due to pregnancy when her employer made her redundant without proper consultation or considering alternative roles. The tribunal awarded £18,792.26.

Genetic Director (7 years' service) v Check4Cancer Ltd

A Genetic Director who resigned after feeling excluded from strategic decisions during her pregnancy has lost her constructive unfair dismissal and discrimination claims. The tribunal found the employer's actions were not because of her pregnancy.

Former employee v Fiza Foods Ltd

A former employee was awarded £12,871 after being dismissed while pregnant. The tribunal found automatic unfair dismissal and pregnancy discrimination.

Service controller (5 years' service) v Altegra Integrated Solutions Limited

A service controller's claims of constructive unfair dismissal and pregnancy/maternity discrimination were struck out after she failed to attend a preliminary hearing and did not comply with tribunal orders.

Former employee v Garmston Professional Ltd

A former employee won £35,163 after her employer failed to submit a response to her pregnancy discrimination claim in time, leading to a default judgment.

Beautician / salon manager (2 years' service) v Gorj Gillingham Ltd (in voluntary liquidation) and Rose Beauty Bar Ltd

A beautician and store manager was dismissed by her employer shortly after the salon was sold to a new company while she was on maternity leave. The tribunal found a TUPE transfer had occurred and the dismissal was automatically unfair, awarding £3,943.77.

Hairdresser (18 months' service) v Atelier Clifton Ltd

A hairdresser who was dismissed after self-isolating following contact with a COVID-positive client has won her claim for automatic unfair dismissal and pregnancy discrimination. The Bristol tribunal awarded £59,632.94.

Nail/beauty technician (approx. 1 year's service) v Anna Health and Beauty Limited

A nail technician who resigned after a disagreement over furlough pay lost her pregnancy discrimination claim. The tribunal found she was not dismissed but resigned voluntarily.

Former employee (pregnant at time of dismissal) v VPS PVT Limited

A tribunal found that VPS PVT Limited unfairly dismissed a pregnant employee and discriminated against her by failing to carry out a health and safety risk assessment. The claimant was awarded £23,823.50 in compensation.

English & Maths Community Coordinator (9 years' service) v Birmingham Metropolitan College

An English & Maths Community Coordinator with 9 years' service was unfairly dismissed by Birmingham Metropolitan College during maternity leave, but the tribunal awarded no compensation due to a 100% Polkey reduction.

Former employee v The Workshop Coffee House Ltd

A former employee was awarded over £18,500 after being automatically unfairly dismissed due to pregnancy. The employer did not defend the claim, leading to a default judgment.

Yard Manager (2 years' service) v A.S.H Elite Equine Ltd

A yard manager was dismissed just weeks after telling her employer she was pregnant. The tribunal awarded over £54,000 for automatic unfair dismissal and pregnancy discrimination.

Former employee (4 years' service) v Three Rivers District Council

A former employee of Three Rivers District Council was refused permission to add pregnancy discrimination claims to her existing race and constructive dismissal case, as the application came over two years after the time limit expired.

Senior Accountant (6 years' service) v Blackberry UK Limited

A senior accountant who was selected for redundancy shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy was genuine and the scoring process was fair.

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Former employee v Arcadia Group Limited (in administration)

A former employee of Arcadia Group was automatically unfairly dismissed after being selected for redundancy during maternity leave. The tribunal awarded over £54,000 for injury to feelings and losses.

Beauty therapist (7 years' service) v Brampton Manor Salon & Tea Rooms Ltd

A beauty therapist with seven years' service was dismissed by redundancy while on maternity leave without consultation. The tribunal awarded her a statutory redundancy payment, notice pay, and holiday pay, but found the dismissal fair due to the salon's closure.

Health and beauty manager (5 years' service) v Marston Health & Beauty Limited

A health and beauty manager who was made redundant after returning from maternity leave has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Former employee (accountancy business) v Mohammad Afzal Shaheen t/a Global Link Associates

A former accountancy employee was unfairly dismissed and discriminated against due to her pregnancy and maternity leave. The tribunal awarded her £26,599.12 after the employer failed to attend the hearing.

Executive and HR Assistant (5 years' service) v Bradford Management Services Ltd

An executive and HR assistant who was demoted and given a verbal warning for theft after returning from maternity leave won her constructive unfair dismissal and pregnancy discrimination claims. The Leeds tribunal awarded £32,028.

Former employee (17 months' service) v Scammell Groundworks Ltd (Liquidation)

A former employee with 17 months' service won nearly £20,000 after being unfairly dismissed and discriminated against due to pregnancy. The employer failed to follow any statutory procedure.

Compliance administrator (10 weeks' service) v Nav Van Hire Limited

A compliance administrator was dismissed during her pregnancy without any disciplinary process. The tribunal awarded £12,347 for automatic unfair dismissal and pregnancy discrimination.

Client relationship manager (3 months' service) v Affinity Finance Ltd (in administration)

A client relationship manager was automatically unfairly dismissed after telling her employer she was pregnant, just weeks into her probation. The tribunal awarded over £28,500 for pregnancy and race discrimination.

Groom (3 years' service) v The Durdans Stables Ltd

A groom who was offered different working days after maternity leave, which she could not do due to childcare, was constructively dismissed and awarded £16,839 including £12,000 for injury to feelings.

Former employee (maternity leave) v Jon Janvier and Energy Saving Installers Ltd (in creditors voluntary liquidation)

A tribunal found that a former employee was automatically unfairly dismissed and discriminated against after being told she was dismissed because she took maternity leave. She was awarded £19,728.16.

Healthcare worker v Fenwick Healthcare Staffing Limited

A healthcare worker was dismissed days after telling her employer she was pregnant. The tribunal awarded £26,898 for unfair dismissal, pregnancy discrimination, harassment, and victimisation.

Office administrator v Emax Trading Limited

A tribunal awarded over £10,000 to two office administrators after finding that one was discriminated against due to pregnancy and the other unfairly dismissed. The employer failed to conduct a pregnancy risk assessment and did not provide written employment particulars.

Former employee v Fyre Group Limited

A former employee won over £41,000 for pregnancy discrimination after her employer failed to respond to the tribunal claim. The award includes loss of earnings, injury to feelings, and an ACAS uplift.

Former employee (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

Former employee (constructive dismissal) v Swale Heating Limited

A tribunal struck out most of a former employee's claims, including a pregnancy discrimination claim from a man, after finding the claims were misconceived, lacked reasonable prospects, or were an abuse of process. Only unfair dismissal and race discrimination claims against the employer survive.

Administrative Assistant (1 month's service) v CIS Services Limited

An administrative assistant was dismissed just days after telling her employer she was pregnant. The tribunal found the dismissal was automatically unfair and amounted to pregnancy discrimination, awarding £14,884.90.

Supermarket employee v Wm Morrison Supermarkets Limited

A supermarket employee was constructively dismissed and discriminated against after being consulted about a restructure while on maternity leave and then redeployed to a role that disadvantaged women. The tribunal awarded over £60,000.

Administrator/Receptionist (9 months' service) v 9ine Accounting Limited

An administrator/receptionist was awarded £15,436.66 after being dismissed days after requesting maternity leave, with the tribunal finding pregnancy discrimination and automatic unfair dismissal.

Former employee v Skylane Hotel Limited

A former employee who did not attend her final hearing and failed to comply with directions had her claim dismissed by the tribunal.

NHS employee v The Royal Marsden NHS Foundation Trust

A tribunal has allowed an NHS employee to amend her constructive dismissal claim to include allegations that she was tricked into resigning during maternity leave. The ruling clarifies when amendments based on the same facts will be permitted.

Sales Advisor (20 years' service) v New Look Retailers Limited

A sales advisor with 20 years' service was unfairly dismissed and indirectly discriminated against after New Look required flexibility during redundancy. She was awarded £8,672.

Former employee v St Vincent de Paul Society (England and Wales)

A former employee's unfair dismissal and discrimination claims have been struck out after she repeatedly failed to comply with tribunal orders to provide further information, despite having legal representation throughout.

Support Worker / Team Leader (homeless support) v Vineyard Project Ltd

A support worker who raised concerns about furlough fraud and service user safety was dismissed after her employer lost trust in her. The tribunal awarded £12,716.03, including an ACAS uplift for failing to follow the Code.

Heritage Project Manager (4 years' service) v British Deaf Association

A tribunal found that the British Deaf Association constructively dismissed a heritage project manager after refusing her flexible working request based on incorrect facts, awarding £17,678.70 in compensation.

Band E Political Risk Underwriter (3 years' service) v Swiss Re Corporate Solutions Services Limited

A political risk underwriter was unfairly dismissed in a sham redundancy after returning from maternity leave. The tribunal awarded £1,287,014 for sex discrimination, harassment, and unfair dismissal.

Former employee v Hozelock Ltd

A former employee who was dismissed and subjected to pregnancy and maternity discrimination has been awarded over £62,000 by an employment tribunal.

Senior MICE Administrator (later MICE Monitoring Analyst) v Click Travel Limited

A senior administrator who was made redundant shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy process was fair and not linked to her pregnancy or flexible working request.

Academic (STEM Outreach Lead) v The University of Cumbria

An academic who was dismissed when her fixed-term contract expired while pregnant has won her claims for unfair dismissal and pregnancy discrimination. The tribunal awarded £129,133.39.

Former employee (made redundant after TUPE transfer) v Capita Business Services Limited

A former employee who was made redundant in 2011 had her unfair dismissal claim struck out after she waited nearly a decade to bring it, despite having withdrawn an earlier claim. The Leeds tribunal found no reasonable prospect of extending time.

Receptionist (3 years' service) v Dr A. Malik and Mr I. Ali t/a Malik Law Chambers (in intervention)

A receptionist was summarily dismissed after four weeks off sick with pregnancy-related hyperemesis. The tribunal found direct pregnancy discrimination and unfair dismissal, awarding £4,724 in compensation.

Takeaway food shop worker (2 years' service) v Bagelmania London Limited (in liquidation)

A pregnant takeaway shop worker was dismissed after her employer removed her from the rota, then faced a county court claim and threats of police action when she contacted ACAS. The tribunal awarded £40,000 for unfair dismissal, pregnancy discrimination and victimisation.

Newly Qualified Social Worker (ASYE programme) v London Borough of Croydon

A newly qualified social worker was awarded £1,500 for injury to feelings after a without prejudice meeting was used to victimise her, but her unfair dismissal claim over tenancy and DBS fraud allegations was rejected.