Irish Wedding News
10/08/2017
With help from the Equality Commission, Áine Magorrian from Castlewellan, Northern Ireland, took a case against Saliis Ltd alleging sex discrimination, unlawful discrimination on grounds of pregnancy and unfair dismissal.
Mrs Magorrian joined Saliis in early 2013, however her job as Operations and Maintenance Manager was terminated in October 2016.
Following the birth of her child, Áine discovered that her role had been changed in her absence. She said that she was assured by her employer that her new role was more secure so she did not pursue a complaint at that time.
However, when she became pregnant again, Mrs Magorrian alleged that two new workers were recruited, during sickness absence related to her pregnancy, to carry out work she had been doing. On her return she was moved to other duties. Later, during her maternity leave, Mrs Magorrian was informed that she was being made redundant.
She challenged the reasons given – that it was because of a loss of contracts and a downturn in work in the renewables business. She believed she was selected for redundancy because of her pregnancy and maternity leave. She appealed the decision, but the company confirmed the redundancy.
Settling the case, Saliis expressed regret for any upset caused to Mrs Magorrian and affirmed its commitment to the principles of equality of opportunity and to ensuring that its policies, practices and procedures conform in all aspects with the sex discrimination legislation.
Mary Kitson, Senior Legal Officer, Equality Commission for Northern Ireland, commented: "Issues around pregnancy and maternity in the workplace are the most common reason for complaints of sex discrimination made to the Commission.
"The laws protecting women from this kind of discrimination were introduced so that they can remain in the workforce and not be disadvantaged because of pregnancy or family responsibilities.
"Despite the law this is still a major issue – half of the women who responded to our investigation last year into the treatment of pregnant workers and mothers at work said that they felt their career opportunities had been damaged by their pregnancy or maternity leave."
(JP)
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Mother Accepts Settlement In Maternity Discrimination Case
A woman who was made redundant during her maternity leave has settled her case against her employers for £9,000.With help from the Equality Commission, Áine Magorrian from Castlewellan, Northern Ireland, took a case against Saliis Ltd alleging sex discrimination, unlawful discrimination on grounds of pregnancy and unfair dismissal.
Mrs Magorrian joined Saliis in early 2013, however her job as Operations and Maintenance Manager was terminated in October 2016.
Following the birth of her child, Áine discovered that her role had been changed in her absence. She said that she was assured by her employer that her new role was more secure so she did not pursue a complaint at that time.
However, when she became pregnant again, Mrs Magorrian alleged that two new workers were recruited, during sickness absence related to her pregnancy, to carry out work she had been doing. On her return she was moved to other duties. Later, during her maternity leave, Mrs Magorrian was informed that she was being made redundant.
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She challenged the reasons given – that it was because of a loss of contracts and a downturn in work in the renewables business. She believed she was selected for redundancy because of her pregnancy and maternity leave. She appealed the decision, but the company confirmed the redundancy.
Settling the case, Saliis expressed regret for any upset caused to Mrs Magorrian and affirmed its commitment to the principles of equality of opportunity and to ensuring that its policies, practices and procedures conform in all aspects with the sex discrimination legislation.
Mary Kitson, Senior Legal Officer, Equality Commission for Northern Ireland, commented: "Issues around pregnancy and maternity in the workplace are the most common reason for complaints of sex discrimination made to the Commission.
"The laws protecting women from this kind of discrimination were introduced so that they can remain in the workforce and not be disadvantaged because of pregnancy or family responsibilities.
"Despite the law this is still a major issue – half of the women who responded to our investigation last year into the treatment of pregnant workers and mothers at work said that they felt their career opportunities had been damaged by their pregnancy or maternity leave."
(JP)
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