\n A saleswoman from Manchester has won a maternity discrimination case after her new boss “laughed” at her when she said she wanted her job back, a tribunal heard.
\n <\/p>\n
Sarah Lindup, 27, who worked in the web sales department at software firm Bright HR in Manchester, lost her job while on maternity leave in 2022. When she returned, she was offered a role paying around \u00a324,000, a sharp drop from her previous salary of \u00a365,000, according to a tribunal document published last Monday (21 July).<\/p>\n
When Lindup met with her new boss, Jayde Scott, to discuss returning to her previous team, she was \u201claughed at\u201d, and was left feeling that \u201creturning to the web team was a ludicrous idea”, according to the tribunal documentation.<\/p>\n
A Manchester employment tribunal ruled that Lindup was discriminated against and was in line for compensation.\u00a0<\/p>\n
Speaking to\u00a0HR magazine about the case, Katie Hodson, partner and head of employment at law firm SAS Daniels, said that it “highlights the importance of handling maternity leave and return-to-work processes with care.<\/p>\n
Read more: Mechanic dismissed via WhatsApp wins \u00a340k<\/a><\/p>\n \u201cHR must avoid making detrimental changes to an employee\u2019s role, pay or responsibilities during maternity leave, unless legally justified and fully consulted upon. Employees returning from additional maternity leave must be reinstated to their original role <\/a>or a suitable equivalent.\u201d<\/p>\n Hodson added that a proactive return-to-work plan is essential. She continued: \u201cThis includes clear, consistent communication and documented meetings. Crucially, line managers must be properly trained on maternity rights, protected periods, and non-discriminatory decision-making to prevent unlawful treatment and ensure compliance with employment and equality legislation<\/a>.”<\/p>\n Speaking at the tribunal in Manchester, employment judge Abigail Holt said: “It was irrational for the [employer] not to redeploy their\u00a0award-winning<\/a> web team member, who only months earlier they had feted, back to the position where she had a track record of bringing in \u00a31.3m in sales for them in less than a year.<\/p>\n “On the balance of probabilities, the only conceivable reason for the sudden volte-face in the [employer]’s attitude towards the claimant, and the resulting massive loss of remuneration, was her maternity leave.”<\/p>\n Speaking with HR magazine, Danielle Ayers, an employment lawyer at Primas Law and the lead for that law firm’s \u2018Pregnant and Protected\u2019 service, highlighted best practices for handling maternity leave, advising employers to ensure that the employee has \u201cclear forms of communication and practice planned out\u201d before going on leave.<\/p>\n Read more: Women losing jobs due to pregnancy or maternity leave reaches new high<\/a><\/p>\n Ayers stated that the best way to ensure this is to check that the company has the employee’s personal email address, phone number and correct postal address.<\/p>\n \u201cAgree the frequency and means of contact: does she want monthly updates on the business, updates on certain work-related matters, or just to be contacted if, as and when things happen that she may need to know?\u201d<\/p>\n Ayers also highlighted that the \u201cemployer must make sure that an employee is kept abreast of things that may impact her, her role and responsibilities. Ensure that she is informed of vacancies<\/a>, particularly any promotional opportunities that may arise.<\/p>\n