Why Are So Many Mothers Still Losing Their Jobs?

At Thrive Law, we’ve long been advocating for workplaces to be fair, inclusive, and supportive — but new research shows there’s still a long way to go when it comes to protecting working mothers.

Recent findings from Pregnant Then Screwed reveal a sharp rise in mothers losing their jobs due to pregnancy or maternity leave, highlighting a systemic issue that employers cannot afford to ignore.

The Shocking Statistics

Here’s what the research uncovered:

• 74,000 women in the UK lose their jobs every year due to pregnancy or maternity leave.
• That’s a 37% increase since 2016 (when the figure was 54,000).
• 12.3% of women experience job loss or mistreatment while pregnant, on maternity leave, or within 12 months of returning.
• Nearly half of mothers report negative workplace experiences related to pregnancy or maternity leave.
• 1 in 5 women leave their employer as a result of that negative treatment.
• Despite clear evidence of discrimination, only 2% of women impacted pursue legal action.

Why Is This Still Happening?

While we have laws in place that protect against pregnancy and maternity discrimination, these figures show that the current system is simply not working. Too often, pregnant women and new mothers are:

• Overlooked for promotion
• Excluded from key projects
• Made redundant unfairly
• Or forced out of the workplace altogether

The barriers to challenging this discrimination are huge — legal fees, time limits, emotional stress, and the pressure of balancing new parenthood with an employment dispute. This is why so few women take action.

What Legal Protections Are in Place?

In April 2024, new laws came into force that extend redundancy protections for pregnant women and parents returning from leave.

Under the new rules:

• Employers must prioritise at-risk employees who are pregnant or returning from maternity leave for suitable alternative roles in redundancy situations.
• This protection starts as soon as an employee tells their employer they are pregnant.
• It continues throughout maternity leave and for 18 months after the birth of the child.

However, the reality is that many employers and employees are unaware of these protections — and the law alone isn’t enough to prevent discrimination.

What Should Employers Be Doing?

The data is clear: something needs to change.

Employers should be proactive in creating a workplace culture that supports working mothers, including:

• Flexible working arrangements
• Clear and supportive maternity policies
• Training for managers on maternity and parental rights
• Open, inclusive conversations about pregnancy and parenthood at work
• Ensuring staff know how to raise concerns without fear of retaliation

What Can You Do If You’ve Faced Maternity Discrimination?

If you believe you’ve experienced unfair treatment at work because of pregnancy or maternity leave, you have legal rights.

Steps you can take:

1. Raise the issue internally — through HR or a formal grievance.
2. Seek legal advice early — there are strict time limits for claims (usually 3 months minus 1 day).
3. Contact ACAS for early conciliation before taking your case to an Employment Tribunal.

At Thrive Law, we’re here to help you understand your rights and support you in taking action if needed contact us on [email protected] for a confidential chat.

Final Thoughts

This research should be a wake-up call. It’s not enough to say we support gender equality — we need real action to retain and empower mothers in the workplace.

If you’re an employer and you’re unsure if your maternity policies or practices are compliant and supportive, get in touch with us.
Together, we can help create a truly inclusive workplace where no one has to choose between their career and starting a family.