Can a job offer be withdrawn because I am pregnant?
Short answer
No. Withdrawing a job offer because of pregnancy is unlawful discrimination under the Equality Act 2010 — job applicants are protected in the same way as employees, and there is no qualifying period. You can bring a tribunal claim, normally within three months less one day of the decision.
Pregnancy and maternity is a protected characteristic, and the protection is not limited to people already in a job. Withdrawing an offer once an employer learns of a pregnancy is unfavourable treatment because of pregnancy — unlawful discrimination for which no comparator and no length of service is required.
What to do straight away
- Ask in writing for the reason the offer was withdrawn, and keep the reply.
- Record dates, names and exactly what was said — including when the employer learned you were pregnant and how the tone changed afterwards.
- Keep the offer letter, emails and any recruitment correspondence. Employers rarely give pregnancy as the stated reason, so the sequence of events usually does the work.
- Notify Acas Early Conciliation promptly; the tribunal deadline is short and conciliation pauses it.
The same protection once you are employed
The Equality Act treats any unfavourable treatment connected to pregnancy, pregnancy-related illness or maternity leave as discrimination in itself. Alongside it:
- Dismissal connected to pregnancy is automatically unfair, whatever your length of service.
- You are entitled to paid time off for antenatal appointments, and your employer cannot refuse to let you attend.
- Redundancy selection cannot use pregnancy or maternity as a criterion. Under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and the regulations in force from 6 April 2024, priority for any suitable alternative vacancy runs for 18 months from the first day of the expected week of childbirth — a right to be offered the role, not merely to apply for it.
- Statutory Maternity Pay cannot be reduced below the statutory rate. Enhanced contractual maternity pay is governed by your contract or maternity policy, including any clawback if you do not return.
Remedies are substantial because discrimination awards are uncapped and add compensation for injury to feelings — assessed against the Vento bands of £1,300 to £62,900 for claims presented on or after 6 April 2026 — on top of any financial loss.
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