עובדת שהועסקה כ-5 חודשים בלבד במשרד פוטרה יום לאחר שהודיעה על כך שהיא בהריון. החוק קובע כי ההגנה מפני פיטורים בעת הריון חלה על עובדת בעלת ותק של שנה במקום העבודה. עם זאת, בית הדין קבע כי די בכך שההחלטה בדבר הפיטורים מבוססת בחלקה על שיקול פסול, כדי "להכתימה" באפליה פסולה בניגוד לחוק הזדמנויות שוות בעבודה. במקרה דנן, נקבע כי הפיטורים על ידי המשרד היו משיקולי אפליה בשל ההריון וכי לא הוצעו לעובדת תפקידים אחרים ולא נערכה שיחת שימוע מסודרת ולכן יש אחריות למעסיק. בית הדין זיכה את העובדת במלוא השכר עד הלידה ולחודשים שלאחריה ובפיצוי כספי על אי עריכת השימוע ובגין אפליה.
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