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Major childcare provider accused of pregnancy discrimination after rescinded job offer
Fiona Alston
Jul 15, 2025
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A senior human resources professional is preparing to file a pregnancy discrimination claim against multinational childcare operator Busy Bees, alleging her employment was terminated just one hour after informing the company she was pregnant.
The Brisbane-based senior HR manager alleges that she was hired by Busy Bees in April 2025 to serve as a Senior HR Business Partner at their national support centre. Just days after signing her contract, and having met the company’s request to reduce her notice period at her current employer, she discovered she was pregnant.When she informed Busy Bees that day and disclosed her intention to take six months’ parental leave later in the year, she was told: “it’s not going to work out”.
Busy Bees, which operates 90 plus childcare centres across Sydney, Melbourne, Brisbane, Adelaide, ACT and Perth, promotes their values of “Care, Quality, Service and Value.”
Despite her intention to remain in the role until her planned parental leave, the employment offer was withdrawn just an hour after she informed the company of her pregnancy.
It is also alleged she was advised not to disclose the pregnancy when seeking to return to her former role, guidance she says compounded her distress.
Tragically, she experienced a miscarriage three weeks later.
She plans to file a pregnancy discrimination and breach of contract complaint with the Australian Human Rights Commission later this week.
“To have a job offer withdrawn simply because I told them I was pregnant was devastating.” “This is 2025. No professional should put up with this.”
Her legal counsel, Patrick Turner of Maurice Blackburn, remarked: “A company that profits from parenthood shouldn’t be tearing up employment contracts with pregnant employees,” highlighting the widespread nature of such discrimination. “Too many women are thrown onto the scrap heap once they announce a pregnancy.”
Busy Bees has denied the allegations, stating they will “defend our position through the legal process in every way possible.” A company spokeswoman described the allegations as “very different” from their internal records, affirming that “we are proud to employ many parents and expecting parents, and we are committed to supporting them at every stage of their journey”.
The case emerges amid calls for stronger workplace protections under Australia’s Respect@Work reforms, which impose a positive duty on employers to eliminate unlawful sex discrimination, including pregnancy discrimination.
Under the Sex Discrimination Act 1984 and the Fair Work Act 2009, it is unlawful to treat an employee unfavourably due to pregnancy or potential pregnancy. Employers found guilty can face compensation and penalties, though the Australian Human Rights Commission, rather than unions, must initiate proceedings under the positive duty framework.
Research shows pregnancy discrimination is widespread. Monash University and JobWatch have identified systemic unfair treatment, including dismissal, demotion and hostile work environments among pregnant employees.
Governments and families depend on early childhood providers to embody inclusive values. If the allegations are upheld, they would represent a harmful contradiction: discriminating against pregnant staff while caring for families. The resolution of this claim may set an important precedent for sector-wide compliance and cultural reform.
This article references original reporting by The Australian Financial Review.
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