Pregnancy dismissal: yard manager sacked days after disclosing pregnancy
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.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed as a Yard Manager from 10 January 2020.
- She discovered she was pregnant on 23 November 2021.
- She was suspended on 24 November 2021 following a customer complaint, but the disciplinary hearing on 2 December 2021 found no wrongdoing.
- She informed her line manager of her pregnancy on 4 December 2021.
- On 4 January 2022 she emailed about accommodation needs due to her pregnancy.
- She was dismissed on 14 January 2022 for vague reasons, which the tribunal found was because of her pregnancy.
Timeline
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Employment started
Claimant began work as Yard Manager for Prestige Liveries Ltd, living in on-site accommodation.
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TUPE transfer
Claimant's employment transferred to A.S.H Elite Equine Ltd.
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Claimant discovered pregnancy
Claimant found out she was pregnant; also a horse-loading incident occurred.
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Suspension
Claimant was suspended pending investigation into the horse incident.
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Disciplinary hearing
Hearing took place; outcome on 6 December cleared claimant of any wrongdoing.
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Pregnancy disclosed
Claimant told Tony Asker she was pregnant.
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Accommodation email
Claimant emailed about accommodation needs due to pregnancy.
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Dismissal
Claimant was dismissed with immediate effect, citing business needs and attitude concerns.
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Appeal hearing
Appeal upheld dismissal; respondent admitted ACAS code not followed.
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Full merits hearing
Tribunal heard evidence and found in claimant's favour on all claims except TUPE.
The legal issue
The tribunal had to decide whether the claimant was automatically unfairly dismissed because the principal reason for her dismissal was her pregnancy, and whether she was discriminated against on grounds of pregnancy and maternity.
The outcome
The tribunal found in favour of the claimant on all claims except the TUPE claim, which was dismissed as out of time.
The key reason was that the respondent dismissed the claimant shortly after she disclosed her pregnancy, citing vague business needs and attitude concerns, which the tribunal found were not the real reason.
Compensation breakdown:
- Basic award for unfair dismissal: £1,088.00
- Injury to feelings (including interest): £12,500.00
- Loss of wages to remedies hearing: £7,807.66
- Loss of accommodation and stabling: £18,600.00
- Loss of pension contributions: £897.26
- Loss of statutory rights: £500.00
- Future loss of net wages (13 weeks): £6,089.98
- Unauthorised deductions and holiday pay: £2,717.91
- ACAS Code uplift (10%): £4,911.27
- Total: £54,911.27
Lessons & takeaways
- Dismissing an employee shortly after they disclose pregnancy is a major red flag for tribunals, who will scrutinise the true reason carefully.
- Employers should follow the ACAS Code of Practice on disciplinary and grievance procedures; failure to do so can lead to a 25% uplift in compensation.
- Pregnancy-related dismissals are automatically unfair, meaning no qualifying period of service is needed to bring a claim.
- Keep clear records of all decisions and communications regarding pregnant employees to demonstrate a fair process.
- If you are dismissed during pregnancy, seek legal advice promptly as strict time limits apply for bringing claims.
A swift dismissal after pregnancy disclosure
A yard manager with just two years' service was dismissed by her employer, A.S.H Elite Equine Ltd, only weeks after she disclosed her pregnancy. The tribunal found that the real reason for her dismissal was her pregnancy, not the vague business needs and attitude concerns cited by the company.
The claimant had worked as a yard manager, living in on-site accommodation. She discovered she was pregnant on 23 November 2021 and informed her line manager on 4 December. Shortly after, she emailed about accommodation needs due to her pregnancy. On 14 January 2022, she was dismissed with immediate effect.
What the employer did wrong
The respondent failed to follow any proper process. The dismissal letter gave vague reasons, and the appeal hearing upheld the decision. The respondent also admitted it had not followed the ACAS Code of Practice. The tribunal noted that the timing of the dismissal, so soon after the pregnancy disclosure, strongly indicated that pregnancy was the principal reason.
Why this case matters
This case is a stark reminder that pregnancy-related dismissals are automatically unfair, regardless of length of service. The tribunal awarded a total of £54,911.27, including a 10% uplift for the employer's failure to follow the ACAS Code. The award covered not only lost wages but also injury to feelings, loss of accommodation and stabling, and future losses.
For employees, it shows that tribunals will look closely at the timing and reasons given for a dismissal when pregnancy is involved. For employers, it highlights the importance of following a fair procedure and never allowing pregnancy to influence employment decisions.
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