Equality, diversity and human rights >
Pregnancy and maternity discrimination
We look at four discrimination cases where an employment tribunal has ordered the employer to pay a large compensation award.
We look at five recent cases in which employers have been found to have discriminated against employees who were pregnant or on maternity leave.
We look at three successful employment tribunal claims brought over the mishandling of flexible working requests. We also examine two Employment Appeal Tribunal decisions on getting agreement from the employee to extend the three-month decision period and the requirement for a single mother to be available to work late shifts.
We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.
In Slade and another v Biggs and others, the Employment Appeal Tribunal held that the tribunal had been entitled to apply the 25% Acas uplift to the awards for aggravated damages and injury to feelings, given its findings of serious pregnancy discrimination.
We round up four recent employment tribunal decisions where employers' actions have resulted in pregnancy and maternity discrimination claims and provide practical tips on how to reduce the risks of similar claims.
In Grant v Hunter Price International Ltd and another, an employment tribunal refused to reduce the claimant's award of £73,853 for pregnancy discrimination and constructive dismissal for covertly recording meetings during a discriminatory disciplinary procedure.
In Taylor-Hamieh v The Ritz Hotel Casino Ltd, an employment tribunal held that a redundancy exercise that effectively ruled a pregnant employee out of an available role in the Middle East was discriminatory. The tribunal's £50,121 award included £25,000 for injury to feelings.
In Commissioner of the City of London Police v Geldart, the Employment Appeal Tribunal held that a failure to pay a London allowance to a police officer on maternity leave constituted direct sex discrimination and no comparator was required.
In Stolk v Hunts Foodservice Ltd and another, an employment tribunal awarded the claimant £11,028 after finding that pre-termination negotiations were admissible as evidence of pregnancy and maternity discrimination.
Employment law cases: HR and legal information and guidance relating to pregnancy and maternity discrimination.