Pregnant chef dismissed after requesting time off for pregnancy-related illness

A pattern of disregard for pregnancy rights

This case shows how a series of failures by an employer can add up to a clear breach of pregnancy protections. The chef, who had worked at Farmhouse Kitchen Huntleys Ltd for three years, informed her employer of her pregnancy in February 2023. She had previously suffered a miscarriage, making her pregnancy particularly sensitive. Despite this, the employer conducted only one risk assessment and refused a second one when requested. She was also required to continue lifting heavy items, contrary to health and safety guidance.

When she needed time off for ante-natal appointments, the employer refused to pay her and instead told her to take annual leave or unpaid time. Then, in June 2023, she experienced bleeding and asked for time off due to pregnancy-related illness. The employer initially told her to find cover, and the next day dismissed her by message, saying 'I'm going to have to let you go.'

What the employer could have done differently

The employer failed at almost every step. A simple second risk assessment would have addressed her concerns. Paying for ante-natal appointments is a legal requirement, not an option. And dismissing an employee who is pregnant and unwell is a textbook example of automatically unfair dismissal. The employer did not attend the tribunal hearing, so no defence was offered. The tribunal had no hesitation in finding all claims well-founded.

Why this matters

This case is a reminder that pregnancy rights are not optional. The law provides strong protections, and tribunals will enforce them even when the employer does not bother to defend the claim. The total award of £18,479 reflects not only lost earnings but also injury to feelings — a recognition of the distress caused by discrimination. For employees in similar situations, this case shows that acting promptly and keeping records of requests and responses can help build a strong claim.