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23/09/2016
Three Women Settle Claims Over Alleged Pregnancy Or Maternity Discrimination
Three women who alleged they were subjected to pregnancy or maternity discrimination have received settlements totalling £15,500.
Sarah Shilliday, Kelly McAtamney and Cherie White, worked, or applied for work, with employers across different sectors in Northern Ireland. They all felt that decisions made about them, whether relating to recruitment or about their existing jobs, were affected by their pregnancy or maternity situation.
Sarah Shilliday, whose case was settled for £3,000, had applied for a job as an area manager with RJN Chemicals, after her previous employer had gone into liquidation while she was on maternity leave. The circumstances were discussed at her interview for the post.
She said: "My family circumstances and childcare responsibilities were discussed at the interview, but I felt I answered the questions very fully and was optimistic about my prospects for the job."
She then received an e-mail from RJN Chemicals which, while commenting favourably on her suitability, said: "Sadly I'm afraid your personal arrangements with the new baby will make it impossible to carry out this role."
She continued: "I was really upset when I received this email as it clearly indicated that the fact I had a child had influenced the decision not to appoint me. I could have accepted not getting the job if that was because I wasn't the best candidate, but to have the opportunity denied because I am a mother is not acceptable."
Kelly McAtamney, whose case was settled for £4,500, with no admission of liability, had worked for Medi Cosmetics as a beauty therapist. She alleged that, when she told her employer that her doctor advised that she needed to "stay off her feet" as much as possible, the company would not adjust her duties to accommodate this.
She said: "When they would not allow me to sit down to perform my duties and when, failing that, a request for a period of maternity suspension was also refused, I had no option but to continue on sick leave. Subsequently I felt I had to resign. I wanted to continue in work but I felt it was impossible in the circumstances where these accommodations were refused."
Cherie White worked for the Irish Football Association (IFA), which settled her case for £8,000. The settlement was made without admission of liability and without the case being heard in a tribunal. She alleged that a number of temporary positions, including posts which had arisen while she was on maternity leave, had been made permanent.
She said: "I'd worked for the IFA for a number of years on temporary contracts and I believed that, but for my maternity leave, I would have been in a position to be considered for one of the permanent posts. I appreciate the support the Commission has given me and I am glad the case has now been resolved."
As part of the settlement terms each of the companies agreed to meet with the Equality Commission to review their policies, practices and procedures on equality of opportunity.
(CD)
Sarah Shilliday, Kelly McAtamney and Cherie White, worked, or applied for work, with employers across different sectors in Northern Ireland. They all felt that decisions made about them, whether relating to recruitment or about their existing jobs, were affected by their pregnancy or maternity situation.
Sarah Shilliday, whose case was settled for £3,000, had applied for a job as an area manager with RJN Chemicals, after her previous employer had gone into liquidation while she was on maternity leave. The circumstances were discussed at her interview for the post.
She said: "My family circumstances and childcare responsibilities were discussed at the interview, but I felt I answered the questions very fully and was optimistic about my prospects for the job."
She then received an e-mail from RJN Chemicals which, while commenting favourably on her suitability, said: "Sadly I'm afraid your personal arrangements with the new baby will make it impossible to carry out this role."
She continued: "I was really upset when I received this email as it clearly indicated that the fact I had a child had influenced the decision not to appoint me. I could have accepted not getting the job if that was because I wasn't the best candidate, but to have the opportunity denied because I am a mother is not acceptable."
Kelly McAtamney, whose case was settled for £4,500, with no admission of liability, had worked for Medi Cosmetics as a beauty therapist. She alleged that, when she told her employer that her doctor advised that she needed to "stay off her feet" as much as possible, the company would not adjust her duties to accommodate this.
She said: "When they would not allow me to sit down to perform my duties and when, failing that, a request for a period of maternity suspension was also refused, I had no option but to continue on sick leave. Subsequently I felt I had to resign. I wanted to continue in work but I felt it was impossible in the circumstances where these accommodations were refused."
Cherie White worked for the Irish Football Association (IFA), which settled her case for £8,000. The settlement was made without admission of liability and without the case being heard in a tribunal. She alleged that a number of temporary positions, including posts which had arisen while she was on maternity leave, had been made permanent.
She said: "I'd worked for the IFA for a number of years on temporary contracts and I believed that, but for my maternity leave, I would have been in a position to be considered for one of the permanent posts. I appreciate the support the Commission has given me and I am glad the case has now been resolved."
As part of the settlement terms each of the companies agreed to meet with the Equality Commission to review their policies, practices and procedures on equality of opportunity.
(CD)
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