A shocking case has emerged of an employer dismissing an employee upon her return from maternity leave after learning she was pregnant with another child. This incident has drawn widespread criticism, raising questions about workplace rights and discrimination against working mothers.
The story centers around Nikita Twitchen, a dedicated office administration assistant at First Grade Projects, a company based in Pontypridd. Her employment took a dramatic turn when she was terminated shortly after revealing her second pregnancy during a routine return-to-work meeting.
A Promising Start and Unexpected Challenges
Twitchen joined First Grade Projects in October 2021 and quickly adapted to her role, describing her professional relationship with managing director Jeremy Morgan as “very good.” She noted that Morgan was always approachable and responsive, creating an environment where she felt comfortable discussing work-related matters.
In June 2022, Twitchen embarked on maternity leave following the birth of her first child. After months away, she was prepared to rejoin the workforce and arranged a meeting with Morgan on February 17, 2023, to finalize her return-to-work plans.
Initially, the conversation was positive. Morgan expressed enthusiasm about her return, and they discussed her upcoming schedule. However, the mood shifted when Twitchen revealed she was eight weeks pregnant. While Morgan claimed to have congratulated her, Twitchen disputed this, feeling his attitude had noticeably changed.
A Breakdown in Communication
Twitchen’s maternity leave officially ended on March 26, and she was set to resume work on April 3. However, no communication came from First Grade Projects to confirm her return. Concerned, she reached out to Morgan, who responded vaguely, suggesting, “It’s best to leave it until you have your routine in place.”
Seeking clarity, Twitchen followed up with questions about her holiday entitlement. Yet, Morgan failed to provide substantive answers. On April 18, Morgan informed her over the phone that she was being made redundant due to financial challenges within the company, including delayed payments and the supposed obsolescence of her role due to new software.
Morgan also mentioned that a workshop manager had been laid off earlier, a claim Twitchen found suspicious as she had heard no prior discussion of such actions.
Unraveling the Truth
Determined to support her growing family, Twitchen took up jobs in a launderette and a caravan park, working in physically demanding conditions until she was 39 weeks pregnant. Meanwhile, she pursued justice by bringing the matter to an employment tribunal.
During the tribunal, significant inconsistencies in First Grade Projects’ claims came to light. Although Morgan had cited financial struggles as the reason for Twitchen’s redundancy, no evidence was provided to substantiate these claims. In fact, Morgan had previously stated during their February meeting that the company was performing well.
Further scrutiny revealed that since Twitchen’s dismissal, the company had undergone a rebranding process, hired new employees, and even invested in vehicles. These actions directly contradicted Morgan’s claims of financial hardship, casting doubt on the legitimacy of her redundancy.
Tribunal Ruling: Discrimination and Unfair Dismissal
The tribunal ultimately ruled that Twitchen’s dismissal was a clear case of pregnancy-related discrimination. The judge highlighted Morgan’s noticeable change in attitude following the disclosure of Twitchen’s pregnancy, his decreased responsiveness to her inquiries, and the lack of any coherent evidence supporting the company’s claims.
In the ruling, the judge acknowledged the emotional and financial toll the dismissal had taken on Twitchen, stating that it likely caused her “real anxiety and distress… when pregnant and losing her sense of financial security with all the family