BAH Employment Ltd (In creditors voluntary liquidation)

Case Summary

Mrs Mathews was constructively unfairly dismissed by BAH Employment Limited and discriminated against on grounds of pregnancy and maternity in multiple ways including failure to conduct a pregnancy risk assessment, reduced contact, non-payment of benefits, late wages, and exclusion from workplace activities. The tribunal awarded her a basic award of £2,766 for unfair dismissal and £7,500 damages for injury to feelings, totalling £10,266.

The tribunal found the claimant was constructively unfairly dismissed and that the respondent discriminated against her on grounds of pregnancy and maternity through a course of conduct extending over several months, including failure to conduct a pregnancy risk assessment, reduced contact, withheld benefits, late wages, and exclusion from workplace activities.

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• •Constructive unfair dismissal
• •Discrimination on grounds of pregnancy and maternity
• •Failure to carry out pregnancy risk assessment
• •Less frequent contact during maternity period
• •Non-provision of keeping in touch and training days
• •Late payment of wages
• •Exclusion from staff communications and social events

1 of 2 EMPLOYMENT TRIBUNALS Claimant: Mrs Paige Mathews Respondent: BAH Employment Limited, in creditors voluntary liquidation Interested Party: Secretary of State for Business and Trade FINAL HEARING Heard at: Birmingham, by video On: 27 March 2026 Before: Employment Judge Camp Appearances For the Claimant: in person For the Respondent: no appearance For the Interested Party: no appearance JUDGMENT (1) The Claimant was constructively unfairly dismissed and the Respondent must pay her compensation for unfair dismissal, consisting of a basic award of £2766. (2) The Respondent discriminated against the Claimant because of pregnancy and maternity, contrary to section 18 of the Equality Act 2010, in the following ways: a. failing to carry out a pregnancy risk assessment between September 2022 and March/April 2023; b. having less frequent meetings and telephone calls with the Claimant between September 2022 and March/April 2023; c. not offering keeping in touch or training days between April and October 2023; d. paying the Claimant’s wages late between April and November 2023; e. refusing to do the Claimant’s hair for free from around August 2023; f. deleting the Claimant from a staff group chat in September 2023; g. not inviting the Claimant to a Christmas party in November / December 2023. 2 of 2 (3) The above discrimination is a course of conduct extending over a period in accordance with section 123 of the Equality Act 2010, meaning that the entire discrimination claim was presented within the time limits in that section. (4) The Claimant is awarded and the Respondent must pay her £7,500 in damages for injury to feelings as compensation for discrimination. (5) The total sum that must be paid by the Respondent to the Claimant under this judgment is: £10,266. (6) Summary reasons were given orally at the hearing. Written summary reasons were not …