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10/08/2017
Woman Settles Sex Discrimination Case Against Energy Firm
A woman who was made redundant by energy firm Saliis Ltd while she was on maternity leave has received £9,000 compensation in a sex discrimination case.
Áine Magorrian took a case against her employers Saliis with the help of the Equality Commission and the case has now been settled before it went to a tribunal hearing.
She took a case against the company alleging sex discrimination, unlawful discrimination on grounds of pregnancy and unfair dismissal. She joined Saliis in early 2013 and her employment as Operations and Maintenance Manager was terminated in October 2016.
Mrs Magorrian said following the birth of her first daughter, her role was changed in her absence. She claimed that on being assured by her employer that her new role was more secure, she did not at that time pursue a complaint.
When she became pregnant again she 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.
She said: "I had always worked hard for the company and believe I made a very positive contribution to its work. Finding out that I was to be made redundant five months into my maternity leave was devastating for me and my family."
In settling the case, Saliis expressed regret for any upset to Mrs Magorrian. It 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. It has also undertaken to meet with the Equality Commission to review its redundancy, maternity and equal opportunities policies and to consider the Commission's recommendations for any amendments and the training of staff.
(CD)
Áine Magorrian took a case against her employers Saliis with the help of the Equality Commission and the case has now been settled before it went to a tribunal hearing.
She took a case against the company alleging sex discrimination, unlawful discrimination on grounds of pregnancy and unfair dismissal. She joined Saliis in early 2013 and her employment as Operations and Maintenance Manager was terminated in October 2016.
Mrs Magorrian said following the birth of her first daughter, her role was changed in her absence. She claimed that on being assured by her employer that her new role was more secure, she did not at that time pursue a complaint.
When she became pregnant again she 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.
She said: "I had always worked hard for the company and believe I made a very positive contribution to its work. Finding out that I was to be made redundant five months into my maternity leave was devastating for me and my family."
In settling the case, Saliis expressed regret for any upset to Mrs Magorrian. It 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. It has also undertaken to meet with the Equality Commission to review its redundancy, maternity and equal opportunities policies and to consider the Commission's recommendations for any amendments and the training of staff.
(CD)
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