A woman who was sacked after getting pregnant while on maternity leave has been awarded a £28,000 payout following a tribunal ruling. Nikita Twitchen, an administrative assistant at First Grade Projects in Pontypridd, South Wales, was made redundant after informing her boss about her second pregnancy.
Twitchen initiated an unfair dismissal claim against the building company, stating that she was let go because she returned from maternity leave pregnant. In a meeting with the managing director, Jeremy Morgan, Twitchen disclosed her pregnancy towards the end of the discussion, which reportedly came as a shock to her boss.
Despite initial positive discussions about her return to work and agreeing on working hours, Twitchen was not contacted by the company to confirm her return after her maternity leave ended. When she inquired about her holiday allowance, she was informed that she was being made redundant due to financial difficulties and the installation of new software that made her role redundant.
Judge Havard criticised First Grade Projects for failing to provide evidence of the alleged financial difficulties or the impact of the new software during the court proceedings. The judgment highlighted the lack of a written explanation given to Twitchen for her dismissal, raising questions about the validity of the reasons provided by the company.
The tribunal’s decision to award Twitchen a significant payout serves as a reminder of the importance of fair treatment of employees, especially those on maternity leave. It underscores the need for companies to adhere to employment laws and regulations, ensuring that individuals are not discriminated against based on their family status or pregnancy.
This case highlights the challenges that some women face in the workplace when it comes to balancing their professional responsibilities with their family life. It also sheds light on the legal protections in place to safeguard the rights of employees and prevent unfair dismissal based on pregnancy or maternity leave.
Twitchen’s successful claim for unfair dismissal and the subsequent compensation she received will hopefully serve as a deterrent to other employers who may consider similar discriminatory actions. It sends a strong message that such practices are not acceptable and will be met with legal consequences to protect the rights of employees in the workplace.