I am currently involved in an appeal from a pregnant employee who was dismissed for gross misconduct as she was absent without leave. She alleged she was being harassed by her line manager, who is also the manager who dismissed. During my investigation, it transpired that the line manager had told HR the employee had been AWOL for six weeks with no contact and was already on a verbal warning re absence. She also failed to mention the employee was pregnant. In fact, the employee had been absent for 12 days after having called in sick with morning sickness and was not on a verbal warning. She has also supplied sick notes which the manager responsible claimed not to have received. The employee has referred the case to tribunal for sex discrimination as she alleges the reason she was dismissed was related to her pregnancy and I was wondering if I should offer to re-engage the employee and/or discipline the manager involved?
amy baddock