A woman from Co Down has settled a sexual discrimination case against one of Northern Ireland’s largest employers, securing nearly €260,000, reports RTE.
Maeve Bradley, who worked at Citibank in Belfast as an Assistant Vice President, went on maternity leave in early 2023.
She had expected to receive a promotion upon her return, but instead, the position was given to the colleague who covered her absence, reports RTE.
As part of the settlement, which was reached without any admission of liability, her employment at Citibank was terminated.
She received £215,000—close to €260,000—one of the largest settlements of its kind in Northern Ireland.
Ms. Bradley, who held the role of Assistant Vice President in 2023, had been informed that her position would be upgraded upon her return from maternity leave.
“I was told that when I came back, my role would be re-leveled, moving me from Assistant Vice President to Vice President,” she said, reports RTE.
Originally from Downpatrick, Ms. Bradley began her maternity leave on April 1, 2023, expecting to return a year later to her newly enhanced role.
However, when she reached out to a manager ahead of her return to request reduced hours due to childcare needs, she was instead offered a different position. She was informed that her job—and the promotion that came with it—had been given to the person who had filled in for her, reports RTE.
The promotion was granted without any job advertisement or interview process.
“I was completely devastated,” she recalled, reports RTE.
“All I did was have a baby. I loved my job and wanted to return. I thought I would take my leave, come back, and continue my career as planned—but that’s not how things turned out. I never imagined something like this would happen to me, but it did,” reports RTE.
Believing her treatment to be unlawful, Ms. Bradley filed a formal grievance with Citibank, but it was rejected.
She then initiated legal proceedings for sex discrimination, later expanding her claims to include disability discrimination and victimization.
Her case was scheduled for a tribunal hearing but was ultimately settled through mediation. However, she admitted that the process took a toll on both her health and family life, reports RTE.
“I never even got to return to work. I don’t know what it’s like to be a working mother. That experience was taken away from me entirely,” she said, reports RTE.
“So yes, there is relief that it’s over, but there’s still a lot of healing that needs to happen,” reports RTE.
The case, settled without an admission of liability, was supported by the Equality Commission for Northern Ireland.
Geraldine McGahey, Chief Commissioner of the Equality Commission, highlighted that issues related to pregnancy and maternity remain among the most common workplace discrimination complaints, despite nearly 50 years of employment laws designed to protect women.
“This is not an isolated case. Many women face significant challenges when they try to return to work, finding themselves disadvantaged or excluded from promotions and recruitment opportunities,” she explained, reports RTE.
“Employees on maternity leave have the right to return to their jobs, stay informed about company developments, and be considered for career advancements. Employers must uphold those rights,” Ms. McGahey stated. Pregnancy and maternity discrimination is still a major issue. Around 25% of our discrimination inquiries relate to sex discrimination, and a quarter of those specifically involve pregnancy and maternity concerns. That amounts to roughly 1,000 inquiries per year. It’s unacceptable in today’s society,” reports RTE.
Citibank, which employs about 1,200 people across two locations in Belfast, settled the case and reaffirmed its commitment to equality.
The company has agreed to collaborate with the Equality Commission to review its policies and practices regarding employees on maternity leave in Northern Ireland.
Ms. McGahey stressed that it is the responsibility of businesses to ensure these policies are actively implemented, reports RTE.
In a statement, Citibank said:
“We were eager to retain Ms. Bradley at Citi and regret that we could not reach an agreement on her return to work. We value the engagement of both Ms. Bradley and the Equality Commission in resolving this matter. At Citi, we strive to create an inclusive workplace. Ensuring that our standards are well understood and upheld by all employees is an ongoing priority,” reports RTE.
Ms. Bradley emphasized that policies mean little if they are not properly enforced.
“It’s all well and good to have policies, but if managers don’t follow them or act in accordance with the law, these situations will continue to happen,” she said, reports RTE.
Although she lost a job she loved and now faces the challenge of re-entering the workforce, she remains steadfast in her decision to take action.
She says she did it for her two young daughters—to ensure they grow up in a fairer workplace.
“I have a little step daughter, and I have a little girl … two years of age next week looking at me, and I wouldn’t let anybody treat them this way. So I had to teach them the lesson that nobody can treat you this way, so they’re not going to treat mummy this way,” reports RTE.
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