This article applies to England, Wales and Scotland.
Important: This guide provides information about UK employment law. It is not legal advice. Every situation is different. If you are dealing with a workplace dispute, consider speaking to a solicitor for advice specific to your circumstances.
In brief: Pregnancy and maternity discrimination claims reached 448 in Q3 2025/26 (October to December 2025, provisional), up 85% year-on-year. These claims retain the highest ACAS settlement rate of any claim type at 41%, and 94% are resolved without ever reaching a hearing. The data is more encouraging for pregnancy discrimination claims than for almost any other type of tribunal complaint.
Last updated: March 2026
If you have been treated unfairly at work because of pregnancy, maternity leave, or anything connected to having a baby, the data shows you are more likely to reach a settlement than with almost any other type of tribunal claim. Pregnancy discrimination complaints have risen 85% year-on-year — among the sharpest growth rates of any claim type.
The figures in this article come from the Ministry of Justice's Employment Tribunal Statistics (Reform system data), covering Q2 2024/25 through Q3 2025/26.
How many people are in your position?
In Q3 2025/26 (provisional), 448 pregnancy and maternity discrimination complaints were filed.
| Quarter | Pregnancy/maternity complaints |
|---|---|
| Q2 2024/25 (Jul–Sep 2024) | 230 |
| Q3 2024/25 (Oct–Dec 2024) | 242 |
| Q4 2024/25 (Jan–Mar 2025) | 281 |
| Q1 2025/26 (Apr–Jun 2025) | 368 |
| Q2 2025/26 (Jul–Sep 2025) | 387 |
| Q3 2025/26 (Oct–Dec 2025, p) | 448 |
That is an 85% increase compared to Q3 2024/25, when 242 complaints were filed. Growth has been consistent and accelerating, with the strongest quarterly jump in Q3 2025/26.
Common pregnancy discrimination scenarios include being made redundant during or shortly after maternity leave, being denied promotion because of pregnancy, having roles restructured while on leave without consultation, and dismissal connected to pregnancy. These claims are frequently filed alongside unfair dismissal.
How will your case most likely end?
Q3 2025/26 disposal breakdowns are not yet published for pregnancy claims specifically. The most recent complete data is Q2 2025/26, when the tribunal disposed of 175 pregnancy and maternity complaints:
| Outcome | Percentage | What it means |
|---|---|---|
| ACAS conciliated settlement | 41% | Settled through ACAS before hearing |
| Withdrawn or dismissed | 53% | Claim withdrawn or dismissed by tribunal |
| Successful at hearing | 1% | Full hearing, claimant won |
| Unsuccessful at hearing | 1% | Full hearing, employer won |
| Struck out | 1% | Tribunal removed the claim |
| Other | 4% | Various procedural outcomes |
The 41% ACAS settlement rate is the highest of any claim type. Of cases that reached a hearing, 50% succeeded (1% ÷ (1% + 1%)). Around 94% of pregnancy claims are resolved without ever reaching a hearing.
Why do pregnancy claims settle so often? The legal protections around pregnancy are among the strongest in employment law: there is no qualifying service requirement, the burden of proof can shift more readily, and the reputational risk of defending a pregnancy discrimination claim publicly is significant. These factors motivate early settlement.
How long will it take?
There is no standalone clearance time published for pregnancy claims in Table T_3. As a discrimination claim under the Equality Act 2010, the closest comparison is sex discrimination (Q3 2025/26 mean: 34 weeks) or disability discrimination (34 weeks). Given the very high settlement rate, many pregnancy claims are likely to resolve faster than the discrimination average — cases that settle through ACAS typically close within the first few months.
For a full comparison of timelines, see our waiting times analysis.
What this means for you
You have the highest chance of settlement of any claim type. At 41%, the ACAS settlement rate for pregnancy claims is unmatched. Going into ACAS early conciliation well prepared — with a clear account of the timeline, the treatment you experienced, and its connection to your pregnancy or maternity leave — puts you in a strong position.
The legal protections are strong. Unlike unfair dismissal (which currently requires two years' qualifying service), pregnancy discrimination has no qualifying period. You are protected from day one. Dismissal connected to pregnancy is automatically unfair under the Employment Rights Act 1996.
Timing matters more than usual. Pregnancy discrimination often involves a sequence of events — the announcement of pregnancy, changes in treatment, decisions during maternity leave, terms of return. Keeping a detailed record of dates, what was said, who was involved, and any written communications is particularly important.
Time limits still apply. You need to start ACAS early conciliation within three months minus one day of the discriminatory act. If you are still on maternity leave, the clock may be running on earlier events. The backlog does not extend your deadline.
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Frequently Asked Questions
How many pregnancy discrimination claims are filed?
In Q3 2025/26, 448 pregnancy and maternity discrimination complaints were filed (provisional), an 85% increase year-on-year.
What percentage of pregnancy discrimination claims succeed?
Around 1% succeed at a full hearing, but 41% settle through ACAS — the highest settlement rate of any claim type. 94% of pregnancy claims are resolved without a hearing. Of those that do reach a hearing, 50% succeed.
Do I need two years' service to claim pregnancy discrimination?
No. Pregnancy discrimination has no qualifying service requirement. You are protected from day one under the Equality Act 2010.
What counts as pregnancy discrimination?
Unfavourable treatment because of pregnancy, pregnancy-related illness, maternity leave, or breastfeeding — including redundancy during maternity leave, being passed over for opportunities, hostile comments, and changes to your role during leave without consultation.
Why is the ACAS settlement rate so high?
Strong legal protections (no qualifying service, automatic unfair dismissal, shifted burden of proof) and significant reputational risk for employers motivate early settlement.
Sources
- "Employment Tribunal Statistics, Tables ET_1_R, ET_2_R", Ministry of Justice / HM Courts & Tribunals Service, Q3 2025/26 — GOV.UK Tribunals Statistics
- Equality Act 2010, Section 18 — Equality Act 2010, s.18
- Employment Rights Act 1996, Section 99 — Employment Rights Act 1996, s.99
- "Pregnancy discrimination", ACAS — ACAS: Pregnancy and Maternity Discrimination
Related Guides
- What Will Happen in My Sex Discrimination Case? 92% Never Reach a Hearing
- What Will Happen in My Disability Discrimination Case? 3,481 Claims and Growing
- What Actually Happens to Employment Tribunal Claims? The Real Outcomes
- Employment Tribunal Backlog Passes 30,000: What This Means for Your Claim
- Unfair Dismissal: Is It Worth Going to Tribunal?