A manager received around £15,000 in compensation after being fired shortly after telling her boss she was pregnant.
While working for an Essex-based security system supplier, 34-year-old Charlotte Leach met with Nicola Calder, the company’s head of compliance, to discuss concerns about her pregnancy.
She has suffered several miscarriages in the past and has revealed that she is worried about the health of her unborn baby.
But instead of being reassured, Ms. Leach argued that Calder, who is a mother herself, was not eligible for maternity leave because she had not yet signed a new employee contract, telling her: When she did, she said she was made to feel “degraded and worthless.” We are under no obligation to keep you.
Within weeks of being laid off, she sadly lost her baby.
She also broke up with her partner of six years, saying the “nightmare” of her eighth miscarriage had “destroyed” them and she was out of work until she recovered.
Speaking in the employment court where she won £14,885 ($12,000) for pregnancy discrimination and wrongful dismissal, she said:
“It seriously affected my life.
The court heard that she joined CIS Services as an administrative assistant in May 2021 and earned £20,000 a year.
By the time she was fired after voicing her concerns, she had yet to put a new employee contract on paper.
During a meeting with Calder, she explained her concerns for the health of her unborn baby, revealed how distraught she and her partner had been over the recent loss of their twins, and felt uncertain whether this pregnancy would work out. ing.
In response, the court argued that Calder was ineligible for maternity leave because she had not signed the contract, and said the company had no obligation to keep her.
Leach was given the option to leave and work until the end of the day or the next day.
In a post-meeting email, she told Mrs. Calder and company director Chris Clark:
“I am very sorry that I was treated in this way and that I was not provided the trust and support that I expected from Human Resources and the Board of Directors.”
Mrs. Calder claimed that Mr. Leach told him at the first meeting that he wanted to quit his job, and that she only offered the employee the option of a final working day.
The company then said it had already decided to terminate her employment if she did not sign the contact because of concerns about her job performance.
The letter sent to the former employee stated, “The decision to terminate your employment was made regardless of your pregnancy and we categorically deny that we discriminated against you. To do.”
The court dismissed this and concluded that both Ms. Leach’s claims of pregnancy discrimination and unfair dismissal were well-founded.
Employment Judge Carol Porter said, “The words were spoken under emotional stress and Mrs. Calder took steps to take advantage of the situation and fire her. [Miss Leitch’s] hire, give [her] I tried to give her options about the date she was leaving and firstly make sure this was a mutual agreement.
“But soon [Ms Leitch] Mrs. Calder did not adhere to the false allegation and sent a letter confirming it. [assistant] I was dismissed.
“Having considered all the circumstances, we found that the primary reason for dismissal, the number one reason that came to Mrs. Calder’s mind, was[Ms. Leach’s]pregnancy and[her]history of pregnancy-related illnesses. rice field.
“(She) was fired for pregnancy-related reasons.”
Ms Leach, of Rochford, Essex, later said she hopes the results of her case will inspire other women facing pregnancy discrimination to take action.
She said, “We can stand up for ourselves. I’m happy that my case will be available to other women in the future.”
“Employers don’t have to destroy people’s lives.
“We can stand up for ourselves and we have support. Go to ACAS and they’ll tell you what the rules are.”
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