The problem
Caroline R was offered a sales position at a veterinary surgery, with a start date four weeks later. Around one week before she was due to start, Caroline discovered she was pregnant; it was unplanned and unexpected. On her first day with the consultancy, she told her team leader about her situation and took in a letter stating she had an eight-week scan the following day.
A senior member of staff who had interviewed Caroline for the position told her how disappointed she was about her pregnancy and said Caroline should have told them about it earlier. She said Caroline had shown a lack of teamwork and told her that her role would have to be changed and therefore she would not be able to make any commission on top of her basic salary.
Despite specifically telling the company that she really wanted the role and was willing to work until having her baby and suggesting ways to work together afterwards, Caroline’s training was put on hold. She wasn’t given any jobs to do and her colleagues made it difficult for her to observe them at work. Rumours circulated that she was only pretending to be pregnant, and her colleagues started following her to the toilet to check she genuinely had morning sickness.
After 10 days of such hostility – and after suffering a panic attack – Caroline told the company she would not be returning. The company director emailed her to explain why his senior colleague had said she was “disappointed” but effectively defended her treatment of Caroline.
The solution
Caroline researched ‘no win, no fee’ lawyers online and noted that Paul Doran Law had really good reviews.
Our lawyers looked at the email chain between Caroline and the company director and quickly realised she had a case. We wrote up a schedule of loss detailing what Caroline would have earnt had she been able to continue in her role.
The result
After around a year of negotiations, Caroline reached a settlement with her employer, which had initially denied any wrongdoing. She was awarded £15,000, which she describes as “incredible”.
“I’d have been happy if they settled at £100. I couldn’t stand the thought of there not being any repercussions to what they had done, especially as it was witnessed by others and the director knew exactly what had happened,” she says.
In Caroline’s own words
“Paul Doran Law were absolutely fantastic. I was kept in the loop the whole time. They would send me copies of emails and documents sent and received.
“Any questions I had were answered almost instantly. They would email me within the hour and ask if I wanted them to explain the answers by email or in a phone call – it was brilliant.
“I can’t tell you how many times I would email saying, ‘I’m sorry if this is a stupid question…’ and they would reply saying there were no stupid questions and would break down the legal jargon.
“There was a lot of paperwork, and they wrote up everything.
“I would 100 per cent recommend them.”
About us: At Paul Doran Law, we specialise in employment law – this includes settlement and severance matters as well as claims about equal pay, discrimination, unfair or constructive dismissal, and unpaid wages or holiday pay.
We’re on your side: We only act for employees who find themselves in a dispute with their employers.
About you: Whether you work for a multi-national corporation, public sector, private sector or small employer, we can help. We act for clients in Northern Ireland, England, Wales and Scotland.
Easy payment options: You’ll have a choice of ways to fund your claim, including no-win, no-fee. Often, your employer will pay our fee.
What next: Give us a call today for friendly, clear and honest advice about your case. The initial consultation is FREE and with no obligation.
Personal details have been changed for privacy reasons