The plaintiff was employed as a social and health care assistant, but was dismissed from her job after approximately one month due to excessive sickness absence. At the time she was dismissed, the employee was pregnant and submitted a claim to her former employee requesting compensation corresponding to six months’ pay because her dismissal violated the Danish Act on Equal Treatment of Men and Women. The Supreme Court agreed and held that the former employee should be awarded her six months’ pay and further found that the right not to be dismissed due to pregnancy-related absence covers situations where an employer was neither aware nor should have been aware of the pregnancy at the time of the dismissal.