A hotel manager claims she was unfairly dismissed after suffering a miscarriage, arguing that her employer violated pregnancy protection laws. The hotel group denies the claim, stating the dismissal was solely performance-related.
A hotel group is facing a tribunal claim after a manager alleged she was dismissed 11 days after suffering a miscarriage. The employee is arguing that her dismissal, under the Unfair Dismissal s Act of 1977, was unlawful due to pregnancy protection laws. However, the employer's solicitor contends that the Act only covers employees who have worked for at least a year, and that the dismissal was solely performance-related.
The solicitor expressed condolences for the woman's miscarriage but argued that the legal issue revolves around the interpretation of pregnancy protection laws in relation to a previous miscarriage. He stated that the dismissal was based on performance concerns, including issues with people management, marketing, and attendance. The employee's lawyer countered that her client's employer had a change in attitude after her miscarriage, perceiving her as a future pregnancy and maternity leave risk. He emphasized that she was dismissed shortly after returning to work following sick leave due to the miscarriage. The hearing was adjourned due to a disagreement over which side should present the initial evidence
Miscarriage Unfair Dismissal Pregnancy Protection Employment Law Tribunal
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