INTERNATIONAL WOMEN’S DAY EXCLUSIVE
The increasing cases of pregnancy discrimination in the UK workplace are a stark reminder of the ongoing failure to protect working women—especially in industries like security, where job security and workers’ rights are already fragile. Recent headlines, where a pregnant security manager was awarded £350,000 in compensation after facing emotional distress and discrimination, highlight the urgent need for reform.
At the SIF, we stand firmly against discrimination in all forms. The security sector is notoriously male-dominated, and pregnant employees often face unfair treatment, job insecurity, and outright dismissal. If the industry is to progress and professionalise, it must address these systemic issues head-on.
The Reality of Pregnancy Discrimination in the Security Sector
While pregnancy discrimination is illegal under the Equality Act 2010, the reality for many working women tells a different story. The latest data suggests that 54,000 women lose their jobs each year in the UK due to pregnancy or maternity discrimination—and that’s just the reported cases. In the security sector, where many roles are shift-based and physically demanding, we know that:
Pregnant workers are pushed out under the guise of “business needs” or so-called “capability issues.”
Employers fail to make reasonable adjustments, forcing women to continue working under unsafe conditions or resign. Maternity rights are routinely ignored, with some employers unlawfully dismissing or demoting staff once they announce their pregnancy.
Agency and contract workers suffer even more, as many lack the protections given to full-time employees.
These trends mirror what happened in the above case, where a manager was sidelined, pressured, and emotionally distressed for simply being pregnant. Security professionals, particularly women in leadership positions, face an unacceptable level of bias and mistreatment. The tribunal found that her employer:
Failed to support her during pregnancy.
Subjected her to emotional distress.
Discriminated against her for seeking maternity leave.
What Needs to Change?
The Security Industry Federation (SIF) is calling for immediate reforms to protect pregnant workers in the security sector and ensure that employers are held accountable. We demand:
- Stronger Enforcement of Pregnancy Protections
Security firms must be subject to independent audits to assess compliance with maternity rights.
Employers who fail to uphold pregnancy-related protections should face heavier financial penalties. - Better Workplace Support for Pregnant Security Professionals
Employers must provide reasonable adjustments, such as changes in shift patterns and lighter duties.
Pregnant workers should never be forced to leave their roles due to lack of support. - Greater Union Representation and Legal Support
Pregnant security professionals must have access to union representation to challenge discrimination before it escalates.
Legal protections should be extended to agency and contract workers, who are most at risk of losing their jobs. - A Cultural Shift in the Security Industry
Pregnancy and maternity leave should be normalised and supported, not treated as a business inconvenience.
Employers must invest in training to prevent discrimination and ensure that all staff understand their legal obligations.
If the security industry wants to be seen as a legitimate profession, it must clean up its act and stop treating pregnancy as a problem. The above case proves that the legal system is catching up—and companies that fail to respect workers’ rights will pay the price.
For any security professional facing pregnancy discrimination, SIF is here to fight for you. We will not stand by while women in our industry are forced out of their jobs for choosing to start a family.
