Purplebricks forced mother out over pregnancy and childcare, tribunal rules
A young mother who was forced to resign from her job at estate agency Purplebricks after returning from maternity leave has been awarded more than £47,000 by an employment tribunal. The case raises uncomfortable questions about how British businesses treat working mothers, and whether the modern workplace has truly embraced the realities of family life.
What happened to Murron Stewart at Purplebricks?
Murron Stewart, 27, joined Purplebricks in March 2022 as a local agent and was quickly promoted to estate agent. She was described as a 'strong performer' and was well liked by her superiors. But her fortunes changed dramatically when she fell pregnant.
Ms Stewart, from Elgin in Scotland, chose to keep her pregnancy private, having suffered miscarriages in the past. Her line manager, however, announced the news to colleagues without her consent. Shortly afterwards, she began experiencing pregnancy-related health problems, including severe morning sickness, and was moved to a virtual team.
How did the restructuring affect her return to work?
While Ms Stewart was on maternity leave, Purplebricks underwent a restructuring. Upon her return, she discovered her role had been changed to cover the Moray area. She came back to work full-time in December 2024 after the birth of her son, but switched to part-time hours in January 2025 to manage childcare responsibilities.
The mother said she found the workload increasingly stressful. Management then told her she was not performing to the required standard and that working part-time did not meet the requirements of her role. Grievance meetings failed to resolve the matter, and Ms Stewart felt she had no choice but to resign.
What did the employment tribunal decide?
The tribunal ruled that Ms Stewart had been constructively and unfairly dismissed. It found that Purplebricks had discriminated against her on grounds of pregnancy, maternity and/or sex. Employment judge Amanda Jones concluded that the company had subjected Ms Stewart to unreasonable criticism and had set targets that failed to account for her part-time hours or the reduced level of referrals she received.
Judge Jones noted that a man in similar circumstances, returning from a period of leave, would not have been treated in the same manner. She added: 'The Tribunal accepted the claimant's evidence that she loved her role and wanted to stay in it.'
How much compensation was awarded?
The company was ordered to pay Ms Stewart £27,626.73, with a further £18,647 for injured feelings and £1,050 as a basic award. The total compensation stands at £47,323.73.
Ms Stewart, who gave birth to a baby girl last month, was forced to move back in with her parents after leaving her job. She said: 'This whole process is deeply distressing for me and my family.'
What does Purplebricks say in response?
A spokesperson for Purplebricks said the judgment related to proceedings against Purplebricks Group plc, a company that was no longer operating the business at the relevant time and has since been dissolved. The current Purplebricks business was not named as a respondent and was not party to the tribunal process.
The spokesperson added: 'The circumstances surrounding the case are being reviewed and, in view of the legal issues arising, we are unable to comment further at this stage. We are proud that more than half of our employees are parents and remain committed to fostering an inclusive and supportive working environment.'
What does this case say about British workplace culture?
This case will resonate with many working mothers across Britain who have felt the quiet pressure to choose between career and family. It also serves as a reminder that, despite decades of equality legislation, the burden of childcare still falls disproportionately on women. For a nation that prides itself on fair play and common sense, this is a sobering verdict on the state of modern employment practices.
The tribunal's findings suggest that Purplebricks failed to make reasonable adjustments for a valued employee returning from maternity leave. In doing so, it not only lost a 'strong performer' but also exposed itself to a legal judgment that will do little for its reputation.
As Britain grapples with falling birth rates and an ageing workforce, the message from this case is clear: businesses that fail to support working mothers are not only breaking the law, they are undermining the very foundations of family life that sustain our society.