The Claimant was a former employee of the Respondent, a logistics company. Between 2007 – 2011, the Claimant was employed by affiliated companies within the same group. From April 2011, the Claimant began working for the Respondent under successive yearly contracts. Whilst employed by the Respondent, the Claimant received various recognition and appraisals for her work. She was also awarded an annual end-of-year bonus for each year during the period from 2011 to 2016.

In early March 2017, the Respondent merged three business units into one. The Claimant headed this new integrated unit as well as the Sales Department. Shortly after the integration, the Claimant became pregnant and informed the Respondent of the same. In the following month, the Respondent employed a new member of the Sales Department who had the same overlapping responsibility as the Claimant.

In November 2017, the Claimant was admitted to the hospital due to complications with her pregnancy. Whilst she was still in hospital, the Respondent informed her via WeChat that they would not renew her employment contract in 2018, which would have commenced on 1 January 2018, due to the company’s restructuring and business downsizing. The Respondent refused to pay her an annual end-of-year bonus for 2017.

The Claimant claimed that the Respondent discriminated her as a pregnant woman by refusing to renew her employment contract and to pay her the yearly bonus she has been receiving in years, contrary to sections...

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