Miss K Karpal v Chevron Energy Limited — 2023

The tribunal found that Chevron Energy Limited treated Miss K Karpal unfavourably because of pregnancy related illness contrary to section 18 Equality Act 2010. The successful allegations were the video meeting on 6 June 2022, the comment/question at meetings on 16 May 2022 and 6 June 2022 about why she did not have a termination at another time, the two-week ultimatum to improve or face dismissal, and the constructive dismissal itself.

On limitation, the tribunal held that the constructive discriminatory dismissal claim was presented in time under section 123(1)(a) Equality Act 2010. It also found that all of the successful claims were conduct extending over a period ending with the constructive dismissal within section 123(3)(a). In the alternative, the other claims were presented within such period as the tribunal thought just and equitable under section 123(1)(b).

The tribunal dismissed the claimant's other pregnancy or pregnancy-related unfavourable-treatment claims as not well founded. The extracted text does not set out those dismissed allegations separately.

On remedy-related findings, the tribunal stated that if the discrimination had not occurred the respondent would have given the claimant a further two months to show improvement and would have paid her full salary and benefits during that period. It also found there was a 75% chance that she would have remained employed after that two-month period. No monetary award is stated in the extracted text.