She!!!8217;s I!!!8217;ll not disabled.

No reason to accommodate at all.

Yes she could be sacked quite easily; according to the sickness and disciplinary policies.

She needs to return to work; that!!!8217;s the short answer.

Although Comms is factually correct, I'd certainly be discussing with my doctor (of whoever helps with pregnancy - forgive me I have no idea!) the impact of significantly increased stress levels on pregnancy. It may even be better to quit work if she cannot manage. Tough financially of course, but maybe health needs to take priority. Again, I've no idea, perhaps they would do some kind of settlement agreement for her to go.

It is not a legal requirement to carry out a risk assessment for a pregnant employee, but it is really dangerous for the employer not to, especially where a period of sickness has arisen which could have significant impact on the pregnancy - anxiety and "stress" being considered very bad for pregnancy. See here for further advice on employer responsibilities http://www.hse.gov.uk/mothers/faqs.htm

To be honest, I would be suggesting that the GP needs to be more proactively using the fit note to say that it is their opinion that the circumstances at work are a major contributor to her stress and a risk to the pregnancy. Any employer who ignored a fit note that says that deserves the discrimination claim that's coming should they attempt a dismissal! If the GP isn't willing to put their opinion on paper, then that is a problem- it suggests that they don't believe the work situation is the issue or that they have no confidence in their diagnosis. In which case your options are to consider whether your GP is any good, go back to work, or take the risk of being managed out.

I would point out that any employer willing to even consider dismissing someone who is pregnant needs a lot of evidence/ justification, and nerves of steel. It's a risky business. And irrespective of sickness management policies, this would be relatively in a grey area. Pregnancy related sickness cannot be counted; and whilst this is not directly pregnancy related, I'd be willing to argue that in a tribunal given the right circumstances, since there is potentially an argument that it is only because she is pregnant that the stress is having this impact or risk, given she hasn't experienced it previously.

What kind of employer is this, and how big? Is there a union? And I assume she isn't a member?