jezeli zwolnili tylko ciebie a przyjeli na to stanowsko kogos innego (z tej samej agencji) to zwolnili cie z powodu ciazy i mozesz byc bogata (kilka spraw takich bylo...

kookai

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Pregnant workers, and dismissal and discrimination

You must not treat a worker unfairly because she is pregnant as it may result in a claim of sex discrimination. Such unfair treatment includes dismissal.
Dismissal

It is an automatically unfair dismissal if you dismiss - or select for redundancy - an employee solely or mainly:

* for a reason relating to her pregnancy
* because she tried to assert her right to paid time off for antenatal care - see the page in this guide on employees' right to paid time off for antenatal care

Only employees can claim unfair dismissal, but all workers can claim unlawful sex discrimination if they are dismissed for a reason relating to their pregnancy.
Sex discrimination

It amounts to unlawful sex discrimination if you:

* treat a pregnant worker unfairly for a reason relating to her pregnancy
* dismiss - or select for redundancy - a pregnant worker solely or mainly for a reason relating to her pregnancy
* dismiss - or select for redundancy - a pregnant employee solely or mainly because she tried to assert her right to paid time off for antenatal care - see the page in this guide on employees' right to paid time off for antenatal care
* refuse to interview or employ a job applicant solely or mainly on the grounds that she is pregnant (or you believe that she may be, or may become, pregnant)

You can never justify this type of discrimination.

As pregnancy-related dismissals are discriminatory, it's likely that a pregnant employee would not only claim unfair dismissal but also unlawful sex discrimination. (There is a limit on the amount of compensation a tribunal can award for unfair dismissal but not for unlawful discrimination.)

A worker would only be able to claim unlawful sex discrimination, but there is still no limit on any tribunal compensation they might receive.


In order to prove this claim, which is made under section 47 (c) of the Employment Rights Act 1996, you need to be able to demonstrate that the reason your employer subjected you to detrimental treatment was as a result of your pregnancy. Claims under this Act are capped at approximately £55-60,000, and you cannot claim for injury suffered to you as a result of ‘hurt feelings.’

jak widac jak udowodnisz ze to bylo z powodu ciazy to masz duzo szanse...

u mnie w pracy 5 lat i 3 zwolnienia i 3 wyroki nakazujace przyjac spowrotem i odszkodowania.....ale ja nie pracuje dla agencji....

wlasnie znalazlem artykul w "industrial law jurnals" w ktorym pisza ze pracodawca MUSI udowodnic ze zwolnienie nie bylo powodem ciazy!!!
pozdrownienia...

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dokladnie,i w tej sad nie pomoze ani na tym sie nie wzbogacisz,co kontrakt to kontratk a agencja w kazdej chwili ma prawo do zwolnienia!

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