Purplebricks has been ordered to pay £47,000 to former estate agent Murron Stewart after an employment tribunal ruled in her favor. The tribunal concluded that Purplebricks had constructively and unfairly dismissed the 27-year-old, and also upheld her claims of discrimination relating to pregnancy, maternity, and/or sex.
Stewart joined Purplebricks as a local agent in March 2022 and later became an estate agent. She was regarded as a strong performer by the company, but her situation changed after she became pregnant. Stewart had previously suffered miscarriages and initially chose to keep her pregnancy private, but her line manager disclosed the information to colleagues.
Stewart experienced pregnancy-related health problems, including morning sickness, and was moved to a virtual team. While she was on maternity leave, Purplebricks restructured the business, and when she returned to work full-time in December 2024, she found that her role had changed. Her new responsibilities included covering the Moray area in Scotland.
Stewart reduced her working hours in January 2025 due to childcare commitments, but Purplebricks raised concerns about her performance and workload. The company questioned whether part-time working met the requirements of her role, and Stewart eventually resigned after the company’s grievance process failed to resolve the issues.
The tribunal heard that Purplebricks had directly discriminated against Stewart because she had been on maternity leave and/or her sex. Employment judge Amanda Jones said that Stewart was subjected to criticism on her performance that was unreasonable and required to meet targets that were not adjusted to reflect her part-time hours or the level of referrals made to her by the company.
The tribunal ordered Purplebricks to pay Stewart £27,626.73, plus £18,647 for injury to feelings, and a further £1,050. The combined award totals £47,323.73. Judge Jones stated that the reason for the treatment was because of Stewart’s caring responsibilities, and that no efforts were made to discuss the arrangements for her return to work on a similar basis as she had been working previously.
A spokesperson for Purplebricks said that the judgment relates to proceedings brought against a company that was no longer operating the Purplebricks business at the relevant time and which has since been dissolved. The current Purplebricks business was not named as a respondent to the proceedings and was therefore not a party to the tribunal process or able to participate in the proceedings.
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The spokesperson added that the circumstances surrounding the case are being reviewed, and that the company is proud that more than half of its employees are parents and remains committed to creating an inclusive and supportive working environment. The company recognizes the importance of supporting employees in balancing their professional and personal responsibilities and continues to promote policies and practices designed to support workplace inclusion.
It is a fact that the ruling highlights the importance of supporting employees with caring responsibilities and ensuring that they are not discriminated against because of their sex or maternity status. Companies must have policies and practices in place to support workplace inclusion and to ensure that employees are treated with dignity and respect.
In the context of employment law, this case serves as a reminder that companies must be aware of their obligations to their employees and take steps to prevent discrimination and unfair treatment. Purplebricks is reviewing the circumstances surrounding the case, which suggests that the company is taking the ruling seriously and is committed to making changes to prevent similar situations in the future.
For more information on employment law and workplace inclusion, visit the Advisory, Conciliation and Arbitration Service website, which provides guidance and resources for employers and employees.
The case has significant implications for companies and employees alike, and it will be interesting to see how Purplebricks responds to the ruling and what changes the company makes to its policies and practices as a result.
Purplebricks must now consider how to support employees with housing market concerns and other challenges.
