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In May, the employment tribunal at Swansea Magistrates’ Court heard that Morgan had been employed at a firm in Fforestfach, near Swansea, since 2020 in a sales position paying £40,000 annually. She announced her pregnancy in July 2023. According to a written judgment issued in June 2026, Morgan believed that her manager, Hawkes, began treating her differently after her pregnancy announcement, sensing that she was viewed as an “inconvenience.”
However, the tribunal noted that Morgan struggled to provide specific instances supporting this perception and concluded that her feelings were “largely perceived by the claimant because of her own anxiety.” It was established that Morgan and Hawkes shared a close working and personal rapport, being the only full-time staff members in the office, with Morgan reporting directly to Hawkes. The tribunal emphasized a distinct power imbalance that extended beyond the standard employer-employee dynamic, highlighting Morgan’s reliance on Hawkes and her desire to earn his approval.
Morgan alleged that, shortly before beginning maternity leave in November 2023, she had offered to help Hawkes prepare a client presentation. She claimed he responded with the remark, “nobody wants to see a pregnant woman, Jess.” Hawkes denied making this comment, raising doubts about the timeline suggested by Morgan. Nevertheless, the tribunal concluded that the comment was made. Morgan took maternity leave starting January 2024 and subsequently left the company around October following a meeting with Hawkes. Both parties agreed that she would not return, though Morgan expressed she felt “persuaded” into this decision.
While Morgan’s claims of unfair dismissal, wrongful dismissal, and sex discrimination were dismissed, the tribunal found that Hawkes’s remark about her pregnancy constituted “unfavourable treatment.” The comment suggested that Morgan’s appearance during pregnancy could deter clients, implying she should not be visible to them. Despite the claim being substantiated, it was rejected because it was filed beyond the time limit allowed for such cases. Morgan was successful, however, in a victimisation claim after the tribunal found that she received an “aggressive and threatening” letter from Hawkes, who withdrew an agreement allowing her to keep a company car until Christmas 2024. This letter followed Morgan’s request for payment in lieu of holiday entitlement accrued during her maternity leave. A further hearing will determine whether she will receive any compensation
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