Dismissed days after revealing pregnancy: automatic unfair dismissal and discrimination
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.
1 min read · Last updated 18 May 2026
Case details
Key facts
- Claimant started employment as an Administrative Assistant on 21 May 2021.
- Claimant informed respondent of her pregnancy on 23 June 2021 via text message.
- On 24 June 2021, during an informal meeting, claimant was told she had no obligation to be kept on because she had not signed her contract.
- Claimant was given three options for leaving: immediately, end of day, or next day; she chose to work until 25 June 2021.
- Respondent sent a letter on 28 June 2021 stating claimant was dismissed for not signing her contract.
- Tribunal found claimant was dismissed because of her pregnancy and pregnancy-related illness.
Timeline
-
Employment commenced
Claimant started work as an Administrative Assistant for CIS Services Limited.
-
Concerns raised about claimant
Ms Calder discussed concerns about claimant's behaviour with director Mr Clark.
-
Email requesting signed contract
Ms Calder emailed claimant asking her to sign and return the contract by 22 June 2021.
-
Claimant absent due to pregnancy
Claimant texted Ms Calder that she could not attend work because she needed to go to hospital as she was pregnant.
-
Meeting and dismissal
Claimant told Ms Calder she was pregnant and about previous miscarriages. Ms Calder said claimant had no obligation to be kept on and gave options to leave. Claimant agreed to leave on 25 June 2021.
-
Email confirming last day
Ms Calder emailed claimant stating they had agreed 25 June would be her last day; claimant replied agreeing.
-
Last day of work
Claimant handed over work and sent an email challenging the reason for termination.
-
Respondent's letter confirming dismissal
Respondent sent a letter stating claimant was dismissed for not signing her contract.
-
First day of hearing
Employment tribunal hearing commenced via CVP.
-
Judgment and remedy hearing
Tribunal announced judgment that claimant was unfairly dismissed and discriminated against, and held remedy hearing.
The legal issue
The tribunal had to decide whether the claimant was dismissed, and if so, whether the reason for dismissal was her pregnancy or a pregnancy-related illness, making it automatically unfair dismissal and pregnancy discrimination.
The outcome
The tribunal found that the claimant was dismissed and that the reason was her pregnancy and pregnancy-related illness. This made the dismissal automatically unfair under s99 Employment Rights Act 1996 and direct discrimination under s18 Equality Act 2010.
Compensation awarded:
- Financial loss: £791.86
- Uplift of 25% on financial loss: £197.96
- Interest on financial loss: £55.22
- Injury to feelings: £10,000.00
- Uplift of 25% on injury to feelings: £2,500.00
- Interest on injury to feelings: £1,339.86
- Total: £14,884.90
Lessons & takeaways
- Pregnancy is a protected characteristic – dismissing someone because of their pregnancy or pregnancy-related illness is automatically unfair and discriminatory, regardless of how long they have worked for you.
- Even if an employee has not signed their contract, they are still entitled to employment rights, including protection against pregnancy discrimination.
- Employers should not pressure pregnant employees to leave or give them ultimatums – doing so is likely to be seen as dismissal, not a mutual agreement.
- The ACAS Code of Practice on Disciplinary and Grievance Procedures applies to dismissals; failing to follow it can lead to an uplift in compensation of up to 25%.
- Injury to feelings awards for pregnancy discrimination can be substantial – in this case £10,000 was awarded for a single act of discrimination.
This case shows how quickly a seemingly informal process can lead to a finding of discrimination. The administrative assistant had only been employed for just over a month when she told her line manager she was pregnant. The very next day, she was given three options: leave immediately, at the end of the day, or the next day. She chose the latter, but the tribunal found this was not a resignation – it was a dismissal triggered by her pregnancy.
What the employer did wrong
The employer, CIS Services Limited, argued that the claimant had not signed her contract and that they had simply agreed to part ways. But the tribunal rejected this. The key error was that the decision to give her an ultimatum came directly after she disclosed her pregnancy. The employer also failed to follow any proper process – there was no investigation, no right of appeal, and no consideration of alternatives. The tribunal noted that the employer's conduct was a clear example of pregnancy discrimination.
Why the result matters
This case is a reminder that pregnancy discrimination does not require long service or a formal dismissal letter. The law protects employees from the moment they start work. Even if an employee has not signed a contract, they still have rights. The tribunal awarded £10,000 for injury to feelings – a significant sum for a single act of discrimination – plus an uplift for the employer's failure to follow the ACAS Code. For anyone in a similar situation, the message is clear: if you are treated unfavourably because of pregnancy, you may have a strong claim, even if your employment was very short.
Similar cases
Dismissed while pregnant: automatic unfair dismissal and ACAS uplift
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.
Pregnancy dismissal after 10 weeks: employer's failure to follow any procedure was automatically unfair
A compliance administrator was dismissed during her pregnancy without any disciplinary process. The tribunal awarded £12,347 for automatic unfair dismissal and pregnancy discrimination.
Dismissed after requesting maternity leave: pregnancy discrimination and automatic unfair dismissal
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.
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.