Áine Magorrian took a case against her employers SALIIS Ltd alleging sex discrimination, unlawful discrimination on grounds of pregnancy and unfair dismissal. She joined the company in early 2013 and her employment was terminated in October 2016.

Mrs Magorrian was troubled when, 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, believing she was selected for redundancy because of her pregnancy and maternity leave. She appealed the decision, but the company confirmed the redundancy.

SALIIS expressed regret for any upset 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.

It has also undertaken to meet the Equality Commission to review its redundancy, maternity and equal opportunities policies and to consider its recommendations for any amendments and the training of staff.

Senior legal officer Mary Kitson (pictured) said: “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.”

It is also important for all employers to ensure that they have clear, fair policies dealing with redundancies situation and that they are fairly applied, with sensible notice and consultation with employees.

She added: “The Equality Commission will be liaising with SALIIS under the terms of this settlement and we would encourage any employer with concerns about the issue to contact the Commission or check our website for advice and information on how to make sure that any employee who is pregnant, or returning to work after pregnancy, is treated properly, within the law.”