Boss fired employee after she returned from maternity leave pregnant again

In a case that has captured attention and highlighted issues of gender discrimination in the workplace, an employee was fired after returning from maternity leave only to announce she was pregnant again. This story raises important questions about women’s rights in the workplace and the challenges they face when balancing careers and motherhood.

Nikita Twitchen’s Journey: From Office Assistant to Discriminated Employee

Nikita Twitchen joined First Grade Projects, a company based in Pontypridd, as an Office Administration Assistant in October 2021. Her career seemed to be on a promising path as she settled into her new role. However, life took a turn when she became pregnant, and in June 2022, she went on maternity leave to welcome her child.

Twitchen’s initial relationship with Jeremy Morgan, the Managing Director of First Grade Projects, was positive. She described it as “very good,” with Morgan being responsive to her needs. But everything changed when she planned to return to work.

A Warm Welcome Turns Cold: Returning to Work While Pregnant

After her maternity leave, Twitchen planned to return to work on March 26, 2023, with the actual return date set for April 3. On February 17, 2023, she attended a return-to-work meeting with Morgan, which started positively. They agreed on work hours, and Morgan expressed enthusiasm about her return. However, when Twitchen disclosed that she was eight weeks pregnant, the mood in the room shifted.

Although Morgan claimed to have congratulated her, Twitchen sensed a change in his demeanor. The air of optimism gave way to uncertainty. Suddenly, the smooth transition she anticipated became riddled with complications. It marked the beginning of a challenging period for Twitchen.

Communication Breakdowns and Growing Tensions

As her return date approached, Twitchen was left in the dark. She received no confirmation from First Grade regarding her resumption of work. When she reached out to Morgan, she was told to “wait until you have your routine in place.”

Things worsened when she sought clarification about her holiday entitlement on April 4. Morgan remained vague, leaving her without clear answers. On April 18, Morgan finally called to inform her of her dismissal, citing financial difficulties and delayed payments to the business as reasons for the redundancy. He also mentioned that new software had rendered her role obsolete.

Twitchen was taken aback by the sudden decision. Morgan’s explanations appeared unconvincing, and she later found out that she was unaware of a workshop manager’s supposed redundancy earlier in the year. Twitchen sensed that the circumstances surrounding her dismissal were suspicious.

The Employment Tribunal’s Investigation into Discriminatory Practices

Following her dismissal, Twitchen decided to take the matter to an employment tribunal. During the investigation, several inconsistencies emerged that painted a different picture of what truly transpired:

• No Mention of Financial Strain: During the February meeting, Morgan had not mentioned any financial difficulties. Instead, he claimed that the company was doing well.
• Lack of Evidence: Despite citing financial struggles and redundancies, First Grade Projects failed to produce any evidence to support these claims during the tribunal.
• Company Growth After Dismissal: After Twitchen’s dismissal, the company rebranded, hired new employees, and acquired new vehicles—actions that contradicted the claim of financial hardship.

The tribunal concluded that Morgan’s attitude change following Twitchen’s pregnancy announcement was evident. His delayed responses, lack of communication, and failure to provide a written explanation for her redundancy were all viewed as red flags. It became clear to the tribunal that Twitchen’s dismissal was directly linked to her pregnancy, making it a discriminatory and unfair dismissal.

The Ruling: A Victory for Women’s Rights

In a ruling that emphasized the importance of protecting women’s rights in the workplace, the tribunal found that Twitchen’s dismissal was both unfair and discriminatory. The judge acknowledged that the termination affected her financial security, sense of stability, and mental well-being.

Twitchen was awarded £28,706 in compensation, a decision that not only offered her financial relief but also sent a strong message about the consequences of discriminatory actions by employers.

Nikita Twitchen’s Resilience After Unfair Dismissal

Despite the setback, Twitchen demonstrated remarkable resilience. After losing her job, she took up temporary work at a launderette and a caravan park from June to October 2023. She worked until she was 39 weeks pregnant, enduring challenging conditions to ensure financial stability for her family. The judge commended her determination, highlighting her ability to provide for her family under difficult circumstances.

First Grade Projects Responds to the Tribunal Ruling

In response to the ruling, First Grade Projects issued a statement to WalesOnline, expressing disappointment with the outcome. The statement read:

“We are extremely disappointed with the outcome of the tribunal. We are actively reviewing all relevant information and considering all available options. At this point in time, we are unable to provide any further comment.”

This response indicates the company’s intent to possibly appeal the decision or reassess its handling of such cases in the future.

Conclusion: A Case That Calls for Change

The dismissal of Nikita Twitchen for becoming pregnant again while on maternity leave is more than just a personal story—it’s a case that highlights ongoing issues of gender bias and workplace discrimination. It serves as a reminder of the need for stronger policies and better protections for women balancing work and family life. As this story unfolds, it may also encourage other women facing similar challenges to stand up for their rights, ensuring that cases like this lead to meaningful change in workplaces across the UK.

Twitchen’s experience underscores the importance of holding employers accountable and making strides toward a more inclusive and fair work environment for all.