Pregnant cleaner dismissed without risk assessment: £9,000 award
A cleaner was dismissed while pregnant, without a maternity risk assessment. The tribunal awarded £9,107.40, including £7,500 for injury to feelings.
1 min read · Last updated 19 May 2026
Case details
- #pregnancy-discrimination
- #injury-to-feelings
- #failure-to-provide-written-particulars
- #failure-to-provide-written-reasons
- #vento-guidelines
Key facts
- The claimant was employed by the respondent as a cleaner.
- The claimant was dismissed while pregnant.
- The respondent failed to carry out a maternity risk assessment.
- The respondent failed to provide written particulars of employment.
- The respondent failed to provide written reasons for dismissal.
- The claimant was awarded £7,500 for injury to feelings.
Timeline
-
Liability judgment
Judgment was issued in favour of the claimant on liability.
-
Remedy hearing
The tribunal heard oral evidence from the claimant and awarded remedies.
The legal issue
The tribunal had to decide the appropriate remedy for pregnancy discrimination, including compensation for injury to feelings, loss of wages, and penalties for failing to provide written employment particulars and reasons for dismissal.
The outcome
The tribunal awarded the former employee a total of £9,107.40, which includes:
- £7,500 for injury to feelings (between the middle and upper end of the lower Vento band)
- £540 for loss of wages from dismissal to the expected end of employment
- £208.40 (2 weeks' pay) for failure to provide written reasons for dismissal
- £416.80 (4 weeks' pay) for failure to provide written particulars of employment
- £442.20 in interest at 8%
Lessons & takeaways
- Employers must carry out a maternity risk assessment for pregnant employees, even in small organisations.
- Dismissing a pregnant employee without a proper risk assessment is likely to be found discriminatory.
- Employees can claim compensation for injury to feelings, not just financial losses, in discrimination cases.
- Employers must provide written particulars of employment and written reasons for dismissal, or face additional penalties.
A case of basic failures
This case shows how fundamental employer obligations can be overlooked, with serious consequences. The former employee, a cleaner, was dismissed while pregnant. The employer, UK Cleaning Contracts Limited, failed to carry out a maternity risk assessment — a key legal requirement to protect pregnant workers. The tribunal found this failure, together with the dismissal, amounted to pregnancy discrimination.
What the employer could have done differently
The employer could have avoided this claim by taking simple steps: conducting a maternity risk assessment, discussing any adjustments with the employee, and not dismissing her because of her pregnancy. Providing written particulars of employment and written reasons for dismissal would have also prevented additional penalties. The employer did not attend the remedy hearing, which meant the tribunal made its decision based solely on the employee's evidence.
Why this result matters
The award of £7,500 for injury to feelings reflects the emotional impact of discrimination, even in a relatively low-paid role. This case is a reminder that pregnancy discrimination claims can succeed even without complex evidence, and that tribunals will penalise employers who ignore their basic legal duties. For employees in similar situations, this case shows the importance of seeking legal advice early and keeping records of any failures by the employer.
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