In Caledonia Bureau Investment & Property v Caffrey, the EAT holds that the automatically unfair dismissal provision which protects a woman against dismissal for a reason "connected with her pregnancy" is not limited to dismissals occurring during the period of pregnancy and maternity leave.
In Handels- og Kontorfunktionaerernes Forbund i Danmark (acting on behalf of Larsson) v Dansk Handel & Service (acting on behalf of Føtex Supermarket A/S), the European Court of Justice rules that it is not necessarily unlawful sex discrimination contrary to the EC Equal Treatment Directive to dismiss a woman after her maternity leave has ended because of absences due to a pregnancy-related illness, even where that illness arose during pregnancy and continued during and after the period of maternity leave.
In Iske v P & O European Ferries (Dover) Ltd, the EAT holds that a seagoing ferry stewardess suffered direct sex discrimination when her employer refused to transfer her to work on shore after the 28th week of her pregnancy, from which point she was prohibited from working at sea under statutory Regulations.
In Lewis Woolf Griptight Ltd v Corfield the EAT upholds an industrial tribunal's decision that a woman's employment was terminated by dismissal, rather than by operation of statute, when because of illness she was unable to return to work four weeks after the notified date of her return from maternity leave, and her employer told her that it was neither required nor prepared to hold her job open for her.
A woman who asked her employer if she could change from full-time to part-time work when she returned from maternity leave was time-barred from complaining that the refusal of this request was discriminatory on the ground of her sex, because the three-month period for presenting her complaint started to run from the first refusal before she went on maternity leave, holds the EAT in Cast v Croydon College.
An employee who was on maternity leave when her employment was terminated because of her employer's insolvency was not entitled to receive from the Secretary of State a sum equal to the pay in lieu of notice she would have received from her employer on dismissal, holds the Court of Appeal in Clark v Secretary of State for Employment.
The dismissal of a religious education teacher after it became publicly known that she was pregnant by a Roman Catholic priest was on the ground of her pregnancy, and therefore of her sex, holds the EAT in O'Neill v Governors of St Thomas More RCVA Upper School and another.
In Rees v Apollo Watch Repairs plc, the EAT holds that an employer unlawfully discriminated against a new mother on grounds of her sex by dismissing her when she was on maternity leave.
A 100% assessment of the chances that a woman discharged from the armed forces on grounds of pregnancy would have resumed her career, had she been given maternity leave and an opportunity to return, is unusual and exceptional but not in itself "perverse", holds the EAT in Ministry of Defence v Hunt and others.
In Orlando v Didcot Power Station Sports & Social Club, the EAT holds that an industrial tribunal's award of £750 for injury to feelings to a part-time employee, who was dismissed because she was pregnant, could not be faulted.
HR and legal information and guidance relating to pregnancy or maternity discrimination under the Sex Discrimination Act 1975.