A former assistant vice president at Citibank in Belfast, Maeve Bradley, has received a £215,000 settlement after claiming she was unfairly passed over for a promotion while on maternity leave in 2023. The bank settled the case, which was supported by the Equality Commission for Northern Ireland, without admitting any liability. This case highlights ongoing concerns about workplace discrimination against new mothers.
Details of the Discrimination Claim
Maeve Bradley, an employee with a consistently positive performance record, took maternity leave with the expectation of being considered for a promotion to vice president upon her return. However, she discovered that the person hired to cover her leave was given the promotion instead.
When she later inquired about returning to her role with reduced hours to accommodate childcare, she was not offered a modified version of her position. Instead, the bank proposed a different role entirely, which she felt was a step backward in her career.
Feeling unsupported and sidelined, Bradley raised a formal grievance with the company. The complaint was not upheld, leading her to pursue legal action with the backing of the Equality Commission.
A Personal Account of the Ordeal
In an interview, Maeve Bradley shared her distress and disappointment with the situation. She felt her career was stalled for no reason other than starting a family.
“Everything was always perfect on my performance every year, there was never any complaint,” Bradley stated. “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 a desire for companies to better value the contributions of working mothers, making them feel that their skills remain important after having children.
Citibank’s Response and Settlement Terms
As part of the settlement, Bradley’s employment with Citibank was terminated. The bank, however, stated that it had hoped to keep her as an employee.
A spokesperson for Citibank commented, “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 company also reiterated its commitment to fostering an inclusive workplace and ensuring its standards are followed.
The key details of the case outcome are summarized below:
| Party | Details |
| Plaintiff | Maeve Bradley |
| Defendant | Citibank |
| Allegation | Sex Discrimination During Maternity Leave |
| Settlement Amount | £215,000 |
| Admission of Liability | None by Citibank |
Maternity Discrimination Remains a Widespread Issue
The Equality Commission for Northern Ireland noted that Bradley’s experience is not unique. Pregnancy and maternity-related discrimination is one of the most frequent types of sex discrimination complaints received by the commission.
Geraldine McGahey, the chief commissioner, emphasized that legal protections are firmly in place to prevent such situations. She pointed out key aspects of the law:
- Laws protecting women from this type of discrimination have existed for nearly 50 years.
- These laws are designed to ensure women are not disadvantaged for taking maternity leave.
- An employee on maternity leave should be fairly considered for any promotion opportunities that arise.
McGahey affirmed that Bradley should have been given fair consideration for the promotion rather than being overlooked. The case serves as a reminder for all employers of their legal obligations to support employees during and after maternity leave.
Frequently Asked Questions
What is maternity discrimination?
Maternity discrimination is when an employer treats a woman unfavorably because of her pregnancy, childbirth, or a related medical condition. This can include being denied a promotion, being fired, or being refused reasonable accommodations.
Was Citibank found guilty of discrimination?
No, Citibank did not admit liability as part of the £215,000 settlement. This means the case was resolved financially without a formal legal ruling of guilt against the company.
Can you be promoted while on maternity leave?
Yes, an employee on maternity leave must be considered for promotions and other career opportunities on the same basis as any other employee. Overlooking them because they are on leave can be a form of discrimination.
What should you do if you face discrimination at work after having a baby?
If you believe you are facing discrimination, you should first try to resolve the issue internally by speaking with HR and filing a formal grievance. If that does not work, you can seek advice from organizations like the Equality Commission or consult with a legal professional.
