By now, you would think it’s obvious that discriminating against someone because they are pregnant is not only unlawful but incredibly short-sighted. And yet, cases continue to make headlines, proving that some employers either haven’t read the law or worse, think they can get away with ignoring it.
Take the recent case of Agnes Timbreza, a care worker who was dismissed from Blue Crystal Care Agency in 2022. Timbreza was pregnant at the time and her boss accused her of having “imbalanced hormones” that supposedly made her “angry and unpleasant,” even claiming five colleagues had left because of it. But the tribunal this was, basically, nonsense. Their ruling? The “explicit reason” Timbreza was sacked was her pregnancy, and the agency failed to carry out even the most basic risk assessment.
The result was a payout of nearly £20K.
But the money isn’t really the point. As employment experts point out, pregnancy is a short period in most careers, but employees never forget how they were treated during it. For employers, it’s an acid test of culture, trust and respect. Get it wrong, and not only do you face reputational damage and tribunal costs but you also risk losing talented people who will never return.
And this isn’t an isolated case. Just last year, Citibank settled a claim for £215K after a Belfast-based employee, Maeve Bradley, alleged she was denied a promotion because she was on maternity leave. Bradley’s record had been flawless, yet when she returned from leave she found her cover had been promoted instead. As she put it bluntly: “All I did was go off and have a little baby. I expected to come back and return to work as any mother does.”
Who, in 2025, could possibly think this is an acceptable way to treat an employee?
Why pregnancy and maternity discrimination still happens
- Outdated attitudes: Language like “hormonal imbalance” or assumptions that women on leave don’t want promotions are relics of the past and yet, they persist.
- Manager ignorance: Many cases stem not from deliberate malice but from a lack of training, poor communication and failure to apply policies consistently.
- Rigid processes: Employers hiding behind outdated one-size-fits-all policies rather than making simple, reasonable adjustments.
What employers should be doing
Pregnancy is not an inconvenience for an organisation. It’s a normal part of working life. Employers should treat it as such by:
- Training managers
Managers need regular equality and diversity training, with a focus on how language and assumptions can cross into discrimination. A casual reference to “hormones” might sound trivial but can have serious legal consequences. - Carrying out risk assessments
These aren’t optional. Pregnancy-specific risk assessments ensure employee safety and demonstrate the organisation is proactive, not dismissive. - Ensuring transparency in promotions and opportunities
Employees on leave must be notified of roles, promotions, and development opportunities. “Out of sight, out of mind” is not a legal defence. - Communicating inclusively
Having clear communication strategies so staff on maternity leave remain in the loop builds trust and avoids costly misunderstandings. - Taking a flexible, human approach
Minor adjustments such as flexible hours, lighter duties and wellbeing support, can make all the difference and signal to employees that they are valued.
Discriminating against pregnant employees is not only unlawful. It’s astonishingly foolish. It undermines trust, drives talent away and costs businesses dearly in tribunal claims and settlements. Pregnancy discrimination isn’t just wrong. In 2025, it’s indefensible.
Our course, Supporting New and Expectant Parents, guides you through the process of managing maternity and paternity issues for employees and for the wider organisation. Try it here.
