To the OP - it's very simple, IF you're in the support group it means you can't work and need support from us the taxpayer to fund your life. If you're now saying you can actually really do a full week's work after all, then it kinda feeds into all the horrible Daily Mail stereotypes that are probably best avoided perpetuating here...?

thank you for your helpful post which really added to my understanding of the situation BazzaS. Feel a bit better now do we? Anyone got anything constructive to say? My point being, if it's a white man with less than two years service and I want to get shot because he's crap at the job, no problem. Because he's seen as being entitled and powerful. But if I want to get shot of an ethnic, or a pregnant woman who's crap at their job with less than two years service suddenly.... legal handbags at dawn. Something's gone a bit wrong here surely? Oh well. Guess I just have to suck it up and tell everyone I know who runs a small business that all the stereotype tropes are true and it's best to never employ anyone who can play "discrimination cards" just in case.

thanks for the reply unclebulgaria67. So beyond the platitudes, what you are saying is I have no legal recourse to sue her for breach of contract? I was honest and open and took her at her word that she'd come back, so I kept the job open. Is the law really so one-sided that I MUST pay her until such time as she decides she doesn't want to come back?

Hi, Really need a bit of advice before I make a mistake please. I run a small family business, not going to change the world but make enough to take care of life. Two years ago we needed a salesperson. We interviewed and against my better judgement my partner employed a, let's say, "woman of childbearing age" despite the fact that the other best candidate was male and very old, and of an "ethnic persuasion" that I don't think my partner is comfortable with, (that's a whole different story lol!) So, we trained her at great expense to the company in terms of courses, time off, certification, etc. But she was really good, made a lot of sales and I ate my humble pie. However. Sure enough, I was unfortunately proved correct and within 7 months of being in post she informed us she was pregnant. Great! Party cakes and baby showers and all the other BS we have to pretend to show we're happy employers! She took maternity leave back in May and we agreed to pay her full salary, despite her working here less than two years, but on the understanding we'd keep the job open for her. I've just had the text, (not even an ffing phone call or email) from [edited] saying she's not coming back. Sorry if I seem bitter, but I always said this would happen if you employ women in their twenties, but apparently it's not cool to ask the question at interview for fear of upsetting the little snowflakes. SO now I'm left with having to find another person for the job despite all the money I spent training her, and the free money she had sitting on her ass for 6 months breastfeeding my dollar bills to her kid. Anything I can do? Can I sue her for breach of contract? Can I claim back the training fees? I knew this would happen, or is the moral of the story once again never to employ a young female candidate or trust her word? Any advice would be really appreciated, (and I don't mind if you want to call me misogynistic lalalala, but anyone who runs a struggling small business will know exactly what I'm talking about.)