Maeve Bradley worked at the Belfast office of global banking firm, Citibank, as assistant vice president. She took maternity leave in 2023. While away, she claimed she was excluded from being considered for a promotion opportunity, according to a BBC News report yesterday (26 March).
Bradley’s case was settled with no admission of liability from Citibank, but she was awarded £215,000, according to BBC News.
According to Bradley, before she returned from leave, she requested to work reduced hours because of her childcare needs, the BBC also reported.
However, her management team offered her a different role instead, which she did not feel comfortable taking.
It was at this point that Bradley’s managers told her the person who had been covering her role had been promoted from assistant vice president to vice president.
She issued legal proceedings against the firm, claiming sex and disability discrimination and victimisation.
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Joeli Brearly, founder of Pregnant Then Screwed, a charity advocating for the rights of pregnant women and mothers, stated that parents should have the option to apply for promotion, even if they take parental leave; employers should not make assumptions.
She told HR magazine: “When you are on maternity leave you are still an employee and must be considered for any promotion as you would if you are on leave, working from home, or in the office.
“Parents on leave must be notified and given the necessary support to apply should they wish to do so. Stop making assumptions and be proactive.”
Charlotte Speak, founder of Power of the Parent, an organisation supporting parents back into work, agreed, explaining that employers and HR professionals should make sure that they are transparent about promotions and career opportunities, regardless of whether someone is on leave.
Speaking to HR magazine, Speak said: “My first question to a business would be: 'How do you ensure transparency is happening across your business, regardless of someone being on leave or not?' You need to be going from a strong foundation.
“Then: 'What's your recruitment strategy? Are you advertising all roles? What comms channels do you have when someone is out of the business to let them know?' All of that needs to be planned, and then clearly communicated with people. Line managers included.”
Read more: Banker awarded £300k over sex and maternity discrimination
Bradley told BBC News Northern Ireland: “"Everything was always perfect on my performance every year, there was never any complaint.
"All I did was go off and have a little baby. I expected to come back and return to work as any mother does. I feel the company could have valued females and valued mothers, and made them feel their skills are important regardless if they go off to have a baby."
Clara Wilcox, founder of The Balance Collective, an organisation supporting parents, reminded employers of their legal obligations with regard to supporting staff while they are on parental leave.
Wilcox told HR magazine: “The law is very transparent around how staff on maternity leave are treated; they remain an employee who should have sight and access to all updates and opportunities.
“Consider if your employee communication strategy is inclusive to staff at all times, not just when they are on maternity leave, to make it part of the ‘business as usual’”.
