A former Citibank employee has secured a £215,000 settlement in a maternity discrimination case, aiming to prevent other women from facing similar treatment after having children.
Maeve Bradley, who worked as an assistant vice president at Citibank’s Belfast office, took maternity leave in 2023.
During her absence, she alleges she was overlooked for a promotion, which instead went to the colleague covering her role. The case was settled without Citibank admitting liability.
Bradley, supported by the Equality Commission for Northern Ireland, stated she had expected to be considered for promotion upon her return.
However, when she requested reduced hours to accommodate childcare needs, she was offered an alternative position rather than the same role with adjusted hours.
Uncomfortable with the proposed move due to a lack of experience in that area, she later discovered that her temporary replacement had been promoted to vice president.
She argued that she had been unfairly denied the opportunity for career advancement simply because she was on maternity leave.
Following an internal grievance, Citibank dismissed her complaint, stating that promotions were performance-based.
In response, Bradley pursued legal action, citing sex discrimination, disability discrimination, and victimisation.
The Equality Commission highlighted that pregnancy and maternity-related complaints are among the most common forms of workplace discrimination reported in Northern Ireland.
Chief Commissioner Geraldine McGahey stressed that legal protections have existed for nearly 50 years to ensure women can return to work without being disadvantaged due to pregnancy or childcare responsibilities.
Bradley expressed disappointment over her treatment, stating that she had always performed well in her role and had expected to return to work without issue. She described the experience as stressful and disheartening.
As part of the settlement, Bradley’s employment with Citibank was terminated. The bank expressed regret that an agreement on her return to work could not be reached, reaffirming its commitment to fostering an inclusive workplace.
