Pregnancy discrimination and unfair dismissal: former employee wins over £62,000
A former employee who was dismissed and subjected to pregnancy and maternity discrimination has been awarded over £62,000 by an employment tribunal.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was unfairly dismissed by the respondent.
- The respondent subjected the claimant to pregnancy and maternity discrimination.
- The claimant would have remained on furlough until September 2021 if not dismissed.
- The claimant would have continued working 5 days per week if not dismissed.
- The ACAS code did not apply to the dismissal.
Timeline
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Dismissal date
The claimant was dismissed by the respondent. This date is used as the midpoint for interest calculation.
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Furlough scheme end
The furlough scheme ended in September 2021. The tribunal found the claimant would have remained on furlough until then.
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Liability hearing start
The liability hearing commenced before Employment Judge Meichen and members.
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Liability hearing end
The liability hearing concluded. The tribunal made decisions on losses.
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Liability judgment
The tribunal issued its liability judgment finding unfair dismissal and pregnancy/maternity discrimination.
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Remedy hearing
A remedy hearing was held to determine financial losses.
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Remedy judgment
The tribunal issued its remedy judgment awarding compensation.
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Reconsideration application
The respondent applied for reconsideration of the remedy judgment due to a grossing-up error.
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Reconsideration judgment
The tribunal varied the remedy judgment to correct the grossing-up calculation.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed and whether she was subjected to pregnancy and maternity discrimination.
The outcome
The tribunal ruled in favour of the claimant on both claims. It found that Hozelock Ltd unfairly dismissed her and subjected her to pregnancy and maternity discrimination. The claimant was awarded a total of £62,971.75, comprising:
- Basic award: £7,263
- Compensatory award: £30,669.02 (after deduction of a redundancy payment)
- Injury to feelings: £22,500 plus interest of £2,539.73
- Preparation time order: £205
The tribunal also applied a grossing-up calculation to account for tax, resulting in a total payable of £71,185.05, with £25,039.73 already paid for injury to feelings.
Lessons & takeaways
- Employers must not dismiss or treat employees unfavourably because of pregnancy or maternity – this is unlawful discrimination.
- If you are dismissed while on furlough or during pregnancy, you may have claims for both unfair dismissal and discrimination.
- Representing yourself at tribunal is possible but complex – legal advice can help ensure you claim all losses correctly.
- Compensation for injury to feelings can be substantial, but may be subject to tax and require grossing-up calculations.
What this case shows in practice
This case highlights the risks employers face when they dismiss an employee who is pregnant or on maternity leave. The former employee was dismissed during the pandemic while on furlough, and the tribunal found that Hozelock Ltd had discriminated against her because of her pregnancy and maternity. The dismissal was also unfair.
The tribunal awarded over £62,000, including £22,500 for injury to feelings – reflecting the distress caused by the discrimination. The claimant, who represented herself, successfully argued that she would have remained on furlough until the scheme ended and would have continued working full-time.
What the losing side could have done differently
Hozelock Ltd could have avoided this outcome by not dismissing the claimant while she was pregnant or on maternity leave, and by ensuring any decisions were based on fair and non-discriminatory reasons. The tribunal also noted that the ACAS code did not apply, but that did not help the employer here.
Why this result matters for similar claims
This case is a reminder that pregnancy and maternity discrimination claims can succeed even when the employee is self-represented. The compensation package included not only injury to feelings but also lost earnings, bonuses, pension contributions, and benefits over a three-year period. The grossing-up adjustment for tax shows that tribunals will ensure claimants receive the net amount they are entitled to.
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