Pregnancy Discrimination Solicitors

Harcourt Stirling Solicitors provides expert legal support for employees facing pregnancy discrimination.

You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.

Contact us

Or click to call 020 3627 6074

Pregnancy Discrimination solicitor at work
Solicitor Regulation Authority (SRA) accreditation
The Law Society accreditation

Why choose Harcourt Stirling Solicitors for your pregnancy discrimination matter?

Experiencing unfair treatment at work because you’re pregnant, on maternity leave, or returning to work can be incredibly stressful — especially at a time when you should feel supported. The Equality Act 2010 provides strong legal protection, but understanding how those rights apply to your situation can be challenging.

That’s where we come in. Harcourt Stirling Solicitors is a trusted law firm with experienced employment lawyers. We take the time to understand your situation and provide clear, practical advice tailored to your circumstances – so you can move forward with confidence.

We support employees facing all types of pregnancy and maternity discrimination and offer realistic, strategic solutions — whether through informal discussions with your employer, internal grievance procedures, negotiation, or, when required, Employment Tribunal proceedings.

  • Transparent and Trusted: Harcourt Stirling Solicitors has earned positive client reviews on Google and Trustpilot, reflecting our commitment to professionalism, empathy, and responsive service.
  • Experienced Team: Our solicitors regularly handle pregnancy and maternity discrimination cases under the Equality Act 2010 and understand the legal nuances involved.
  • Strategic Approach: We help you identify the best route forward — from early resolution and negotiation to ACAS Early Conciliation or formal legal action — always aiming to protect your rights and minimise stress.
  • Location: Based in Brentford, our pregnancy discrimination solicitors assist clients across England and Wales and offer remote consultations for your convenience.
maternity discrimination solicitor discussing advice with a client
consultation with a maternity discrimination solicitor

How Harcourt Stirling Solicitors handle your pregnancy discrimination claim

At Harcourt Stirling Solicitors, we guide employees facing pregnancy or maternity discrimination with clarity and confidence. Whether you need early advice, help raising concerns, or representation in a formal claim, our experienced team provides practical, strategic support every step of the way.

Our process:

  • Free initial consultation – We review your circumstances and listen carefully to understand the discrimination you have experienced. This helps identify potential claims and gives you a clear view of your options.
  • Case assessment and strategy – We evaluate the strength of your claim, explain your legal rights under the Equality Act 2010, and outline likely outcomes.
  • Progressive dispute resolution – Our structured approach is designed to guide you through your options clearly and professionally. Typically, we offer the following three options in order:
    • Early Conciliation (ACAS) – Often the quickest and most cost-effective way to resolve pregnancy or maternity discrimination disputes without going to tribunal.
    • Settlement Agreements – We negotiate fair and confidential settlements that may include compensation, notice pay, agreed references, or other remedies to support your next steps.
    • Employment Tribunal – If needed, we represent you at the tribunal, preparing your claim meticulously and advocating firmly for your rights.
  • Evidence gathering – We assist you in gathering essential evidence such as emails, messages, performance records, policies, medical notes, and witness accounts to strengthen your case.
  • Representation and support – We act on your behalf in discussions with your employer or at the tribunal, keeping you informed and supported at every stage.
  • Resolution – Our focus is on helping you reach a fair outcome — whether through negotiation, settlement, or tribunal judgment. Throughout the process, we prioritise your rights, wellbeing, and long-term goals.

By combining legal expertise with a structured, client-focused approach, Harcourt Stirling Solicitors helps employees receive the guidance and support needed to pursue their pregnancy discrimination claim effectively.

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

Building a strong case for pregnancy discrimination at work

Pregnancy and maternity discrimination can occur in many forms — from unfair treatment after announcing your pregnancy to negative changes during maternity leave or return to work. Understanding what strengthens a claim can help you take the right steps with confidence.

Our maternity discrimination solicitors assess each situation carefully to identify the key factors that may support your case. A strong pregnancy or maternity discrimination claim often includes:

  • Evidence of discriminatory treatment: Any emails, messages, meeting notes, policy documents, or decisions that indicate your pregnancy, maternity leave, or related health needs influenced how you were treated.
  • Clear understanding of your rights: Knowing your protections under the Equality Act 2010 and your pregnancy-related rights — including health and safety duties, time off for antenatal appointments, and protection from unfavourable treatment — helps reinforce your position.
  • Documented chronology: A detailed timeline of events, from when you informed your employer of your pregnancy to any negative treatment, grievances, or policy breaches, can significantly strengthen your claim.
  • Comparators (where applicable): Evidence that colleagues who are not pregnant or on maternity leave were treated more favourably in similar circumstances can help demonstrate unlawful discrimination.
  • Prompt action: Raising concerns early, keeping written records, using internal grievance procedures, and seeking legal advice quickly can help protect your employment position and improve the likelihood of a successful outcome.
pregnancy discrimination solicitors working on a legal case
Pregnant client contacting Harcourt Stirling Solicitors for a maternity discrimination claim

Your rights and options in pregnancy discrimination at work — and how our solicitors can help you

Some of our team of specialists are parents and understand first-hand how challenging pregnancy and early parenthood can be. Balancing work and family responsibilities is not always easy, and when issues at work arise, having the right support makes all the difference.

Our pregnancy discrimination solicitors provide practical advice and guidance, helping you understand your options and take the steps needed to protect your rights.

If you believe you are being discriminated against because of pregnancy or maternity, you may be entitled to:

  • Resolve the issue with your employer: Early discussions, negotiation, or internal grievance procedures can sometimes secure adjustments or address concerns without formal legal proceedings.
  • Pursue a claim through an Employment Tribunal: We guide you through ACAS Early Conciliation and represent you at tribunal if necessary, ensuring your case is presented effectively.
  • Claim remedies or compensation: This can include reinstatement, adjustments to working conditions, back pay, lost benefits, or other measures to address the impact of discrimination.

Our pregnancy discrimination specialists can support you at every stage — from informal discussions to tribunal representation. Contact us for a free consultation, and we’ll explain the most appropriate next steps for your situation.

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

How to start your pregnancy discrimination at work claim with us

Pregnancy can be an exciting time for both mothers and fathers, but facing discrimination at work — no matter how big or small — can quickly overshadow that joy.

At Harcourt Stirling Solicitors, we provide practical, step-by-step support to help you pursue your claim with confidence and get back to focusing on your work and your life with peace of mind.

  • Contact us – Reach out by phone, email, or via our online enquiry form to speak with an experienced pregnancy discrimination specialist. This initial consultation is free and obligation-free, allowing you to explain your situation, ask questions, and receive an initial view of your potential claim.
  • Prepare your case – If you decide to proceed, we’ll guide you on gathering all relevant documents, including emails, correspondence, workplace policies, performance records, maternity leave requests, or any records of workplace adjustments. We also complete standard legal checks to verify your identity (KYC/AML), ensuring your case can be assessed thoroughly.
  • Case assessment – With your documents in order, our solicitors review the details of your situation, evaluate the strength of your claim, and highlight any key issues, including whether comparators or evidence of differential treatment exists.
  • Strategy discussion – We explain your rights, outline your options, and discuss potential outcomes, helping you decide whether early resolution, informal negotiations, ACAS Early Conciliation, or a tribunal claim is the most appropriate approach.
  • Take action – Once you’re ready, we support and represent you throughout the process, whether through informal discussions, settlement negotiations, or at the Employment Tribunal, helping you pursue remedies, adjustments, or compensation to which you may be entitled.

By combining legal expertise with a structured, supportive approach, Harcourt Stirling Solicitors helps give you the guidance and representation needed to navigate a pregnancy discrimination claim with confidence.

 

Team of solicitors finalising work on a pregnancy discrimination claim

Our pregnancy discrimination specialists

Pregnancy discrimination matters we specialise in

Selected pregnancy discrimination resources

Selected pregnancy discrimination case studies

Speak to an employment law specialist today!

Book your free initial consultation to speak to an experienced employment law specialist.
Contact us

Or click to call 020 3627 6074

Frequently Asked Pregnancy Discrimination At Work Questions

What is pregnancy discrimination at work?

Pregnancy discrimination happens when someone is treated unfairly at work because they are pregnant, on maternity leave, or have recently given birth.

Is there a specific law regarding pregnancy discrimination at work?

Yes, the Equality Act of 2010 is the main governing law regarding pregnancy discrimination at work.

Harcourt Stirling Solicitors can help you understand how the law applies to your situation, assess whether you are being treated unfairly because of pregnancy and advise on the best steps to challenge any discrimination.

How far back can I make a claim for pregnancy discrimination at work?

You usually have three months from the date of the discriminatory act to make a claim to an Employment Tribunal. In some cases, multiple incidents can be treated as a single ongoing act, which may extend the timeframe slightly.

Who can make a pregnancy discrimination at work claim?

Anyone who is an employee or worker and has been treated unfairly because of pregnancy, maternity leave, or returning from maternity leave can make a claim. This includes full-time, part-time, and fixed-term employees, as well as agency workers in some cases.

How do I make a pregnancy discrimination at work claim?

You can start by raising the issue with your employer, either informally or through a formal grievance. If it isn’t resolved, the next step is ACAS Early Conciliation, which must be completed before submitting a claim to the Employment Tribunal.

If conciliation doesn’t lead to an agreement, you can bring a claim to the tribunal against your employer. The usual deadline is three months minus one day from the date of the discriminatory act, so it’s important to act quickly.

Gathering evidence such as emails, workplace policies, maternity leave requests, medical notes, or witness accounts will help support your claim.

Our maternity discrimination solicitors can guide you through every stage — from ACAS to tribunal — helping you prepare your case properly and protect your rights.

What happens if I win a pregnancy discrimination at work claim?

If your claim is successful, the Employment Tribunal can award remedies designed to put you in the position you would have been in had the discrimination not occurred. This can include:

  • Compensation for financial losses – such as lost earnings, missed bonuses, maternity-related pay, or pension contributions.
  • Compensation for injury to feelings – reflecting the emotional impact of the discrimination.
  • Recommendations to your employer – such as changes to policies, procedures, or workplace practices to prevent future pregnancy or maternity discrimination.

In some cases, your employer may also agree to a settlement at an earlier stage through ACAS Early Conciliation or negotiation, avoiding the need for a tribunal hearing.

Harcourt Stirling Solicitors can guide you through the process, providing support and representation at every stage.

Can I request more flexible hours or working terms?

Yes. Since 6 April 2024, all employees in the UK have the legal right to request flexible working from their first day of employment, regardless of whether they have children. This can include changes to your hours, start and finish times, working patterns, or location.

Your employer must:

  • Consider your request reasonably in line with the ACAS Code of Practice.
  • Consult with you if they are thinking of refusing your request.
  • Provide a written decision within a set timeframe (including appeals) within 2 months
  • Only refuse for a valid business reason, such as additional costs, impact on performance, or inability to reorganise work among existing staff.

If your request is refused and the reason appears to be connected to a protected characteristic — for example, pregnancy or maternity leave — it could amount to discrimination.

Is there a qualifying period for pregnancy discrimination?

No. There is no qualifying period for pregnancy discrimination. You are protected from the moment your employer knows (or reasonably should know) that you are pregnant.

This means you do not need to have worked for your employer for a minimum length of time — even very new employees and agency workers may be protected.

Am I protected from redundancy during pregnancy or maternity leave?

Yes. Employees are protected from redundancy if they are pregnant, on maternity leave, or up to 18 months after the birth of their child. This protection is provided under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023, which came into effect in April 2024.

It means that employers cannot select you for redundancy because of your pregnancy or maternity status. If redundancies do occur, your employer must follow fair procedures and consider suitable alternative roles. Any dismissal or redundancy linked to pregnancy or maternity leave may be automatically unfair and could give rise to a claim.

Furthermore, if a genuine redundancy situation arises, employees covered by this protection—from pregnancy through to 18 months after the birth of their child—have the right to be offered a suitable alternative vacancy in priority over other employees.

What are examples of pregnancy discrimination at work?

Pregnancy discrimination can take many forms. Common examples include:

  • Being passed over for promotion or training opportunities because you are pregnant.
  • Being demoted, dismissed, or put on notice because of pregnancy or maternity leave.
  • Receiving unfair performance reviews linked to pregnancy or maternity leave.
  • Being excluded from projects, meetings, or workplace events.
  • Being denied flexible working or adjustments after returning from maternity leave.

Any treatment that puts you at a disadvantage because of pregnancy or maternity leave may be considered unlawful discrimination.

Our pregnancy discrimination solicitors can assess your situation, identify which of these examples apply to you, and guide you on the best steps to protect your rights and pursue a claim.

How does the free initial consultation work?

Harcourt Stirling Solicitors offers a free initial consultation to discuss your pregnancy discrimination claim. The initial consultation lasts up to 30 minutes.

It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.

Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.

How can I contact Harcourt Stirling Solicitors for advice on pregnancy discrimination at work?

You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.

Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your pregnancy discrimination enquiry as soon as we can.

Pregnancy discrimination claims usually need to be filed with the Employment Tribunal within three months of the discriminatory act.  So, it’s important to contact us as soon as possible about your claim.

What are your legal fees and do you offer "No Win, No Fee"?

We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.

After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:

  • No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
  • Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
  • Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.

We will ensure you have a clear understanding of the applicable fees before we begin any work.

Main locations served by our pregnancy discrimination specialists