The EC "Equal Treatment" Directive prevents an indefinite contract of employment for night work entered into by an employer and a pregnant woman, both of whom were unaware of the pregnancy at that time, from being void on account of a statutory prohibition on night work by pregnant or breastfeeding women, holds the European Court of Justice in Habermann-Beltermann v Arbeiterwohlfahrt, Bezirksverband Ndb/Opf eV.
In Brown v Stockton-on-Tees Borough Council (21.4.88) EOR20F, the House of Lords holds that selection of a woman for redundancy because she is pregnant and will require maternity leave is dismissal for a reason connected with pregnancy and automatically unfair.
In Grimsby Carpet Co Ltd v Bedford (9.7.87) EOR16D, the EAT holds that dismissal of a woman rendered incapable of adequately doing her work because of a pregnancy-related illness falls within the exception to the general principle that pregnancy-related dismissals are automatically unfair.
In Stockton-on-Tees Borough Council v Brown (21.7.86) EOR10B, the EAT rules that a woman who is selected for redundancy on ground of being pregnant is not dismissed on ground of pregnancy. They also hold that it was fair to select the respondent for redundancy and not offer alternative employment because she was pregnant.
HR and legal information and guidance relating to automatically unfair dismissals for family-related reasons.