A woman on maternity leave with her first child informed her employer that she was expecting another child and planned to extend her leave until the birth of her second child. Shortly after her announcement, the company listed a new job requiring the same skills and experience that the woman possessed, leading to suspicions regarding the legitimacy of her termination. She was then let go, with the company citing a lack of work following a reorganization.

The Swedish Equality Ombudsman (DO) has raised significant concerns about the circumstances surrounding her dismissal, indicating that it may not have been justified. They noted the timing of the job posting shortly after her announcement of pregnancy and the subsequent termination as serious violations of employment protections in place for pregnant women and those on parental leave. DO’s Elsa Haggård stated, "The employer's actions are serious. Those who are pregnant or on parental leave have strong legal protections. Termination related to pregnancy or parental leave is strictly prohibited."

According to the DO, the employer has breached both the parental leave law and discrimination laws, suggesting that the case could lead to significant legal repercussions for the company. This situation sheds light on the challenges faced by expecting mothers in the workplace, emphasizing the need for stricter enforcement of existing protections against discrimination and unjust termination connected to pregnancy and family responsibilities.