Purplebricks ordered to pay £47k in maternity discrimination case

Employment tribunal rules against estate agent platform over maternity treatment

An employment tribunal has ordered Purplebricks to pay £47,323.73 to former estate agent Murron Stewart following findings of constructive dismissal, unfair dismissal, and unlawful discrimination related to pregnancy and maternity leave.

The tribunal, presided over by Employment Judge Amanda Jones, concluded that Purplebricks subjected the 27-year-old to unreasonable criticism and unachievable performance targets after her return from maternity leave. Stewart joined the platform as a local agent in March 2022 and progressed to an estate agent role, where she was regarded as a strong performer.

Circumstances leading to tribunal claim

Stewart became pregnant after experiencing previous miscarriages and initially kept the pregnancy confidential. However, her line manager disclosed the information to colleagues. Following pregnancy-related health issues, she moved to a virtual team within the organisation.

Whilst Stewart was on maternity leave, Purplebricks restructured its business operations. Upon her return to full-time work in December 2024, she discovered her role had changed substantially, now requiring her to cover the Moray area in Scotland. When she reduced her working hours to part-time in January 2025 due to childcare commitments, the company raised performance concerns and questioned whether part-time arrangements aligned with her role's requirements.

Stewart resigned after the company's grievance process failed to resolve the disputes, subsequently initiating employment tribunal proceedings.

Tribunal findings and compensation award

The tribunal upheld all of Stewart's claims. Judge Jones noted that Purplebricks directly discriminated against her on the basis of maternity leave and sex, stating: "The respondent directly discriminated against the claimant because she had been on maternity leave and/or her sex in that she was subjected to criticism on her performance which was unreasonable and required to meet targets which were not adjusted to reflect her part time hours."

The judge added that no efforts were made to discuss return-to-work arrangements equivalent to Stewart's previous position, and that "a man in similar circumstances (who had returned from a period of leave) would not have been treated in the same manner."

The tribunal awarded Stewart £27,626.73 in compensation, £18,647 for injury to feelings, and a further £1,050, totalling £47,323.73. Judge Jones acknowledged Stewart's commitment to her role: "The Tribunal accepted the claimant's evidence that she loved her role and wanted to stay in it."

Company statement and broader implications

Purplebricks issued a statement noting that the judgment relates to proceedings against Purplebricks Group plc, which was not operating the Purplebricks business at the relevant time and has since been dissolved. The statement emphasised that the current Purplebricks business was not named as a respondent and therefore did not participate in the tribunal process.

The company affirmed its commitment to workplace inclusion, noting that more than half of its employees are parents, and stated it remains committed to fostering supportive working practices and policies designed to support employees balancing professional and personal responsibilities.

This case highlights the importance for property and estate agency businesses of ensuring robust maternity policies and fair treatment of returning employees. For those operating in the sector, staying informed about employment law requirements—particularly around flexible working arrangements and performance management—remains critical to mitigating legal and reputational risks.

Source: Property Industry Eye.