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Pregnant NHS worker wins case after facing workplace pregnancy discrimination

An employment tribunal has ruled an NHS worker was discriminated against after her manager asked “objectively inappropriate and upsetting” questions about her pregnancy. 

The tribunal also stated that comments directed at Haddi Camara during a protected period were objectively unfavourable to her. 

A remedy hearing, to decide whether Haddi should receive compensation and how much compensation, was scheduled for a different day.

Haddi’s line manager, Paulette Douglas-Obobi, initially congratulated Haddi on her pregnancy.

However, one day after her announcement Paulette asked Haddi “did you plan this?” and “will this have to come out of my budget?”, in reference to the cost of maternity leave and other maternity benefits.

One day later, on 27 April 2018,Paulette asked Human Resources if the claimant was entitled as bank staff to the same maternity benefits as a substantive staff member.

That same day, another manager also emailed Human Resources to say “I have a query about a band 4 admin bank staff who does not seem to be working [o]ut well and we have been thinking of replacing her.‘’

Three months later, Haddi had her contract of employment terminated and was given just four weeks’ notice.

Earlier this month, a mother of two was awarded over £17,000 by an employment tribunal after being fired from her position at beauty firm Liz Earle while she was eight months pregnant.

Sadly, cases of maternity discrimination like these have become prevalent in recent years.

A report from the Department for Business, Energy & Industrial Strategy estimates that as many as 54,000 women each year may be fired or otherwise lose their role because of pregnancy or motherhood. 

It also found that over three-quarters percent of pregnant women and new mothers in the workforce experience some form of discrimination or negative treatment during pregnancy, maternity leave and return to work from leave. This is up from 45% of women in 2005.

Additionally, only around a quarter (28%) of those women raised the issue with their employer, only 3% went through their employer’s internal grievance procedure, and less than 1% pursued a claim to the employment tribunal.

The 1% who do go ahead to an employment tribunal are often ‘sacked and silenced’.

A spokesperson for Right To Life UK, Catherine Robinson said:

“Negative workplace attitudes towards pregnancy and motherhood could pressure women to have an abortion they may otherwise not have had. No woman should have to face such pressure.

“Cases like these are, sadly, becoming commonplace and just further proof that the culture needs to change to support mothers in the workplace.

“Ahead of the election, tens of thousands of our supporters urged MP candidates to sign the Both Lives Pledge, which outlined three policy changes designed to increase protection for babies in the womb and end pregnancy discrimination for women.

“We will continue to work closely with parliamentarians to campaign for positive changes and are hopeful that Mrs Larkin’s case will send a strong message to employers and colleagues that they should be considering how they can better support pregnant women in the workplace.”

Help stop abortion up to birth for babies with disabilities including Down's syndrome & club foot

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Dear reader

Thanks to the support from people like you, last year a major attempt to hijack the UK Government’s flagship Domestic Abuse Bill with two extreme abortion proposals failed, in a major pro-life victory.

Unfortunately, this is not the end for our opposition.

We are currently facing major threats on five separate fronts:

  1. Pro-abortion MP Rupa Huq has brought forward an amendment to the Police, Crime, Sentencing and Courts Bill to introduce a jail term of up to two years if a pro-lifer offers support or advice to a woman near an abortion clinic. This is a threat to unborn babies and to freedom of speech.
  2. The assisted suicide lobby has brought forward a bill to legalise assisted suicide, which was introduced to the House of Lords on 26 May.
  3. The Northern Ireland Secretary has given himself new powers to force expanded abortion services on Northern Ireland.
  4. The abortion lobby is further exploiting the COVID-19 crisis to attempt to make dangerous ‘DIY’ home abortions available permanently.
  5. The abortion lobby is expected to make another attempt to change abortion law to allow abortion on demand, for any reason, up to birth.

If these major threats from our opposition are successful, it would be a disaster. Thousands of lives would be lost. 

Fighting both the abortion and assisted suicide lobbies over this period has already made a huge dent in Right To Life UK's limited resources.

To cover this gap and ensure we effectively defeat these proposals during this period, we must raise at least £200,000.

We are, therefore, asking people like you to please give as generously as you can. Every donation, no matter how small, will make a significant difference.

By stopping these threats, YOU can save lives over this coming period.

Will you make a special gift right now to help protect vulnerable lives from these threats?

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