Pregnancy discrimination, victimisation and whistleblowing detriment: a £58,000 award
A former employee of Premier EA and FS Ltd has been awarded £58,077 after the tribunal found she was subjected to pregnancy and maternity discrimination, victimisation for raising grievances, and detriment for making protected disclosures, culminating in her unfair dismissal.
1 min read · Last updated 19 May 2026
Case details
- #pregnancy-and-maternity-discrimination
- #victimisation
- #whistleblowing-detriment
- #unfair-dismissal
- #injury-to-feelings
- #failure-to-provide-written-particulars
Key facts
- The claimant was employed by Premier EA and FS Ltd.
- The claimant was subjected to pregnancy and maternity discrimination.
- The claimant was victimised for raising grievances.
- The claimant suffered detriment for making protected disclosures.
- The claimant was unfairly dismissed.
- The tribunal found no illegality that would bar relief.
Timeline
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Start of discrimination period
The tribunal considered interest from this date for injury to feelings.
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Loss of earnings start
Claimant began losing earnings from this date.
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End of first loss period
Loss of earnings calculated from 18 Feb to 31 Mar 2022.
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End of second loss period
Loss of earnings from 1 Mar to 31 Dec 2022.
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Substantive hearing start
Hearing on liability held in person at East London Hearing Centre.
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Liability judgment
Tribunal found discrimination, victimisation, whistleblowing detriment, and unfair dismissal.
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Remedy hearing start
Hybrid hearing for remedy.
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Remedy judgment
Tribunal awarded total of £58,077.02.
The legal issue
The tribunal had to decide whether the employee was discriminated against because of her pregnancy or maternity, victimised for raising grievances, subjected to detriment for making protected disclosures, and unfairly dismissed.
The outcome
The tribunal upheld all claims: pregnancy and maternity discrimination, victimisation, whistleblowing detriment, and unfair dismissal.
Key reasons:
- The employer's actions were found to be directly linked to the employee's pregnancy and maternity status.
- The employee was victimised for raising grievances about the discrimination.
- She suffered detriment for making protected disclosures (whistleblowing).
- The dismissal was an act of victimisation.
Compensation breakdown:
- Basic award for unfair dismissal: £4,352.00
- Failure to provide written particulars: £1,088.00
- Compensation for financial losses: £15,837.36
- Injury to feelings: £30,000.00
- Interest: £6,799.66
- Total: £58,077.02
Lessons & takeaways
- Pregnancy and maternity discrimination claims can succeed even without direct evidence, if the timing and context point to a discriminatory motive.
- Raising a grievance about discrimination is a protected act – retaliating against it is victimisation and can lead to additional compensation.
- Making a protected disclosure (whistleblowing) about wrongdoing at work is protected; suffering any detriment for it is unlawful.
- Employers should ensure they provide written statements of employment particulars and any changes, or face a penalty of up to four weeks' pay.
- Injury to feelings awards can be substantial, especially where the discrimination continues over time and includes dismissal.
This case shows how a series of discriminatory acts, starting during pregnancy and continuing after maternity leave, can lead to a significant compensation award. The employee was not only discriminated against because of her pregnancy and maternity but was also victimised when she challenged the treatment and suffered detriment for blowing the whistle on wrongdoing.
What the employer could have done differently
The employer, Premier EA and FS Ltd, could have avoided liability by treating the employee fairly from the outset. Instead of responding to her pregnancy-related needs with hostility, they should have made reasonable adjustments and supported her. When she raised grievances, they should have investigated them properly without retaliation. The tribunal found that the dismissal was itself an act of victimisation, suggesting that the employer used the opportunity to get rid of a worker who had complained.
Why this result matters
This case reinforces that employment protections for pregnant women and new mothers are robust. It also highlights that employees who speak up about wrongdoing are protected from detriment. The total award of £58,077 includes a substantial £30,000 for injury to feelings, reflecting the distress caused by the ongoing discrimination. For employees in similar situations, this case demonstrates that tribunals will look at the whole picture and can award compensation for both financial losses and emotional harm.
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