A former Citibank employee has secured a six-figure settlement after alleging workplace discrimination during maternity leave. Maeve Bradley, who held the role of assistant vice president at the bank’s Belfast office, claimed she was unfairly denied a promotion while on leave. The case was settled for £215,000, though Citibank admitted no liability.
Allegations of Workplace Bias During Maternity Leave
Bradley, who took maternity leave in 2023, had expected to be in contention for a promotion upon her return. Instead, she discovered that the individual covering her role had been promoted to vice president while she was away.
When she inquired about working reduced hours due to childcare responsibilities, she was offered a different role instead of a modified version of her existing position. Feeling sidelined and unsupported, she escalated the matter internally but found little recourse.
According to the Equality Commission for Northern Ireland, which backed her case, Bradley believed the bank had disregarded her candidacy due to her maternity leave. She formally raised a grievance with the company, but her complaint was not upheld.
“All I Did Was Have a Baby”
Bradley described the experience as both stressful and disheartening.
“Everything was always perfect on my performance every year, there was never any complaint,” she said in an interview with BBC News NI. “All I did was go off and have a little baby. I expected to come back and return to work as any mother does.”
She expressed disappointment that her employer did not demonstrate greater support for working mothers. “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.”
A Broader Issue in the Workplace
Discrimination related to maternity leave is not an isolated case. The Equality Commission has flagged pregnancy-related issues as one of the most common complaints of workplace sex discrimination.
Geraldine McGahey, the commission’s chief commissioner, emphasized that legal protections against such discrimination have been in place for decades. “The laws protecting women from sex discrimination were introduced almost 50 years ago to ensure women can return to and remain in the workforce and not be disadvantaged because of pregnancy or family responsibilities.”
McGahey added that Bradley should have been fairly considered for the promotion instead of being overlooked while on leave.
Citibank Responds
As part of the settlement agreement, Bradley’s employment with Citibank was terminated. However, the bank maintains that it was committed to keeping her on staff.
A Citibank spokesperson stated, “We were keen to retain Ms Bradley as an employee at Citi and are disappointed that we were unable to reach an agreement on her return to work.”
The statement further emphasized Citibank’s commitment to workplace inclusivity. “At Citi, we strive to foster an inclusive workplace. Ensuring that our standards are well understood and complied with by everyone at Citi is a continuous, proactive process.”
Despite the financial settlement, the case raises broader questions about how companies handle maternity leave and career progression for working mothers.
