Storm Botha, a 34-year-old pregnant woman working at White Lake Cheese in Shepton Mallet, Somerset, was demoted to a lower paid role after she informed her employer that she and her partner were trying for a baby. Initially starting as a cheese-making assistant, she later moved to the office doing marketing work. Her boss, Roger Longman, criticized her work and informed her she would be moved to a different department with a reduced salary. When Storm mentioned her pregnancy during the meeting, she was demoted to a wrapping and affinage role, resulting in a reduced hourly pay rate.
Following the demotion, Storm raised a formal grievance as she felt discriminated against due to being pregnant, leading her to feel distressed, anxious, and insecure about her job. The stressful ordeal resulted in panic attacks and ultimately a miscarriage, adding to her emotional struggles. Despite Roger Longman claiming he was unaware of her pregnancy when making the decision to demote her, an employment tribunal upheld Storm’s claims of pregnancy discrimination and unfair dismissal after a six-day hearing.
The tribunal found that Mr. Longman was aware of Storm’s pregnancy before the demotion meeting, indicating that the decision was influenced by her pregnancy. The meeting was characterized by criticisms of her work, leading to a predetermined decision to move her to a different department at a lower pay rate. The tribunal also highlighted the subsequent decision to make the demotion longer-term, stating that it was prompted by both the pregnancy and Storm’s grievance, which challenged Mr. Longman’s decision-making.
Storm was awarded nearly £20,000 in compensation for pregnancy discrimination and unfair dismissal. Despite representing herself against an experienced barrister during the hearing, she successfully proved that she had been treated unfairly on the grounds of pregnancy. The tribunal concluded that the demotion decision was influenced by her pregnancy and the subsequent grievance, highlighting the challenges Storm faced in asserting her rights as a pregnant employee. The compensation aims to address the emotional distress and financial impact caused by the discriminatory actions of her employer.
Storm’s case sheds light on the persistent issue of pregnancy discrimination in the workplace, where pregnant employees are often marginalized, mistreated, or pressured to prioritize work over family responsibilities. The emotional toll of facing pregnancy discrimination can have far-reaching consequences on the mental well-being and physical health of individuals. By awarding compensation to Storm, the tribunal sends a message that pregnancy discrimination will not be tolerated and provides a measure of justice for the unfair treatment she experienced. Moving forward, it is essential for employers to prioritize supporting pregnant employees and upholding their rights in the workplace.
