Pregnancy and maternity dismissal: default judgment leads to £15,000 award
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.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The respondent failed to enter a response to the claim.
- A default judgment on liability was issued under Rule 21.
- The claimant succeeded in claims of automatic unfair dismissal and pregnancy/maternity discrimination.
- The respondent was ordered to pay total compensation of £15,093.21.
- The award included a 10% uplift for failure to comply with the Acas Code of Practice.
Timeline
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Start of interest period
Interest on injury to feelings award calculated from this date.
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Default judgment on liability
Employment Judge Ferguson entered judgment for the claimant on liability due to respondent's failure to respond.
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Remedy hearing
Employment Judge Leverton held a remedy hearing by video and issued a remedies judgment.
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Remedies judgment
The tribunal ordered the respondent to pay £15,093.21 in compensation.
The legal issue
The tribunal had to decide whether the former employee was automatically unfairly dismissed and discriminated against because of pregnancy or maternity, and what compensation was appropriate.
The outcome
The tribunal found in favour of the former employee on both claims. The employer did not defend the case, so liability was established by default.
Compensation:
- Basic award: £204.63
- Compensatory award (including 10% Acas uplift): £3,253.88
- Injury to feelings (including 10% Acas uplift): £10,890
- Interest on injury to feelings: £744.70
- Total: £15,093.21
Lessons & takeaways
- Employers must respond to tribunal claims or risk a default judgment that determines liability without a hearing.
- Failing to follow the Acas Code of Practice can increase compensation by up to 25%.
- Pregnancy and maternity discrimination claims can include awards for injury to feelings, which are separate from financial losses.
- Even if an employer is in liquidation, a tribunal can still issue a judgment and award compensation.
This case shows what can happen when an employer simply ignores a tribunal claim. The former employee, who was dismissed while pregnant or on maternity leave, brought claims for automatic unfair dismissal and pregnancy/maternity discrimination. The Blurt Foundation did not enter a response, so the tribunal entered a default judgment on liability.
At the remedy hearing, the tribunal awarded a total of £15,093.21. This included a basic award of £204.63, a compensatory award of £3,253.88 for lost earnings and other losses, and £10,890 for injury to feelings. The tribunal also added a 10% uplift to the compensatory and injury to feelings awards because the employer had failed to comply with the Acas Code of Practice on disciplinary and grievance procedures.
What the employer could have done differently
If The Blurt Foundation had responded to the claim, it could have contested liability and potentially reduced the award. By ignoring the proceedings, it allowed the tribunal to decide the case without any input. The uplift for Acas Code non-compliance added over £1,200 to the total.
Why this matters
This case is a reminder that employers cannot simply ignore employment tribunal claims. Even if a company is in liquidation, the tribunal can still issue a judgment. For employees, it shows that the tribunal will take pregnancy and maternity discrimination seriously, and that compensation can include significant sums for injury to feelings as well as financial losses.
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