You can use the Government calculator to calculate your annual holiday entitlement. 

In most cases, the employee would need to be employed for 2 years or more to have ‘continuous rights of employment’. There are certain criteria where the two-year period is not necessary, and these include but are not limited to the following;

• Raising health and safety concerns within the workplace or whistleblowing.
• Dismissed from work for pregnancy or pregnancy related issues.
• Discriminated against due to a protected characteristic such as your age, disability, race, religion, sex or sexual orientation under the terms of the Equality Act 2010.

A claim must be raised within 3 months of the date of termination of your employment. The ACAS Early Conciliation varies this period, a  process which effectively stops the clock ticking. 

You cannot be made redundant for the sole reason that you are pregnant, this would be in breach of the Equality Act 2010 and you could bring a claim for discrimination. However, if redundancies are being made across the business and reasons outside pregnancy or maternity are highlighted you could still be made redundant in this situation. 

You should firstly seek legal advice before taking any action; in this case you would become a whistle-blower that comes with its own rights and procedures. You should review your employer’s whistleblowing policy too.