When Nikita Twitchen returned to work after maternity leave, she never imagined that the joyful expectations of joining her colleagues would quickly turn into a nightmare.
What was supposed to be the new start of her office work turned into a shocking suffering that led to his firing. What happened during her return, and a surprising reason for her release, raises serious questions about the justice of the workplace,
discrimination, and whether her pregnancy was the real cause of the loss of her work. What began as a routine meeting with her boss, Jeremy Morganwill eventually develop into a legal battle that revealed disturbing truths about her first year’s projects.
The boss refused the employee after he learned that he was pregnant again after returning from maternity leave.
Nikita Twitchen, who was employed as an office assistant at first-class projects, was preparing to return to her work after maternity leave when she was unexpectedly released. In October 2021 she started working at Pontypridd and quickly became pregnant, which led to maternity leave in June 2022.
Twitchen shared a job court that she had always had a positive work relationship with Jeremy Morgan’s CEO, who was accessible and available whenever she needed it.
After giving birth, Twitchen eagerly returned to work and met Morgan on 17 February 2023 to discuss her return. The meeting began with a positive remark and Morgan expressed his excitement to return and agree with her working hours. But when Twitchen revealed she was pregnant again, this time about eight weeks. Twitchen remembered that while Morgan congratulated her, she did not feel the same heat in her answer.
When her maternity leave ended on March 26, Twitchen was surprised when no one in the first grade reached out to confirm his return. She expected to start working on April 3, followed by a Morgan, who replied by suggesting that it would be better to wait until he settled into routine.
Later, Morgan claimed that Twitchen’s position was excluded due to the introduction of new software and added that another employee, a workshop manager, was also published at the beginning of this year – Details of Twitchen were not informed.
From June to October 2023, despite demanding circumstances, Twitchen worked in spring and caravan park until she was pregnant for 39 weeks. During this period, the judge appreciated her for her determination and perseverance.
4th of April Twitchen asked about her claim for vacation, but Morgan did not provide a clear answer. When she watched, she accepted April 18 and told her she was released for financial problems and delayed payments affecting business.
The judge stressed that Twitchen needs a job to support his family. In addition, he pointed out that Morgan had never mentioned any financial problems or release during their February session, during which he indicated that the company was doing well.
The first class was criticized for not providing any evidence to support the claims for financial problems during the court proceedings, and Twitchen had never received a written explanation of her release.
Since the shooting of Tof within Rebrandingal, he hired new employees and invested in vehicles. This led the judge to question the validity of Morgan’s claim that he was financially fighting business.
The tribunal concluded that Twitchen was released because of pregnancy. The shift in Morgan’s attitude after learning about her pregnancy, his delayed response to her communication, and the lack of legitimate reasons for his goal contributed to the decision.
As a result, the judge found that the release of Twitchen was unfair and, discriminatory and caused significant stress because she lost her work and financial stability during pregnancy and family duties. The first-level and Morgan projects were ordered to pay Twitchen 28 706 GBP for compensation.
The first-class projects told WalesOnline that they were disappointed by the tribunal decision and reviewed the case but refused to express themselves.
In conclusion, the tribunal decision emphasizes the serious impact of discriminatory practices in the workplace, in particular as regards the mother’s pregnancy and rights. The Nikita Twitchen case emphasizes the emotional and financial tension that may arise from such unfair treatment, where its release seemed to be motivated by its pregnancy rather than a legitimate business interest.
Despite her determination and hard work in difficult circumstances, Twitchen was unfairly released without proper explanation or consideration of her rights. The tribunal decision serves as a reminder that employers must comply with the laws against discrimination and ensure that all employees are treated with respect and justice, especially during vulnerable periods, such as maternity leave. The first-class projects and its CEO Jeremy Morgan are now facing the consequences of their behavior and the court granted Twitchen a significant amount of compensation.