Complainant: Emily Williams
Respondent: Board of Management, St Tola’s National School, Delvin, Co. Westmeath
WRC Decision: Discrimination proven under the Employment Equality Act 1998
Award: €85,000 compensation
Decision Date: August 2025
Adjudication Officer: Patricia Owens
Grounds: Family status discrimination during interview & job selection process

Overview

Primary school teacher Emily Williams was awarded €85,000 by the Workplace Relations Commission (WRC) after it found she had been unlawfully discriminated against by her employer while on maternity leave. The school had failed to inform her of a CID vacancy, overlooked her for a fixed-term role in favour of a less experienced colleague, and allowed inappropriate remarks during an interview.

Key Issues Identified

1. Failure to Notify or Consider for CID Post:
   • • Ms Williams was eligible for a contract of indefinite duration (CID).
     • The school never informed her of the vacancy during her maternity leave.
     • Another colleague (not on leave, less experienced) was offered the role.
       
2. Inappropriate Remarks in Interview:
   • During a fixed-term role interview, Principal Eileen Smyth remarked:
     “You really should enjoy every moment at home with the baby.”
   • The WRC found this remark inappropriate, especially as the interview and scoring were not yet concluded.
   • It may have influenced panel bias, consciously or unconsciously.
     
3. • Inconsistent Interview Scoring:
   1. • The school claimed the successful candidate ranked highest based on prior interviews.
      • The WRC found no policy existed to justify this.
      • One panel member (Fr Seamus Heaney) altered Ms Williams’ score without clear justification.

WRC Findings

• The school failed to provide a credible, documented rationale for appointing another candidate.
• It breached its duty to treat maternity leave employees equally and ensure they are not disadvantaged due to family status.
• The comment made during the interview was “entirely inappropriate” and possibly influenced the outcome.
• The treatment showed a systemic disregard for Ms Williams’ entitlements and rights under equality law.

“The amount of the award must provide a real deterrent against future infractions.”
– Patricia Owens, WRC Adjudicator

Key Learnings for Employers (From Bloom Consultancy)

Equal Access to Opportunities:
Employees on maternity or parental leave must be informed and considered for any promotions, CIDs, or roles they are eligible for.

Watch What’s Said During Interviews:
Even well-meaning comments can introduce bias and result in unlawful discrimination if they relate to protected characteristics like pregnancy or family status.

Transparent Recruitment & Scoring:
Use clear, documented policies for hiring decisions. Changes to interview scores must be explained and defensible.

Train Your Interview Panels:
All hiring managers and board members must be trained on discrimination law, equality, and how unconscious bias can influence decision-making.

High Awards Are a Warning:
€85,000 is among the highest awards possible for this type of case, the WRC is signalling that failure to protect maternity rights and equality will be costly.

Bloom Consultancy Commentary

This case shows how easy it is for a well-regarded school to fall foul of equality legislation through a combination of assumptions, poor procedures, and bias. Even remarks intended as polite or friendly can lead to discrimination findings if they undermine objectivity.

Employers in education, healthcare, and the public sector must take extra care when making recruitment decisions involving employees on maternity or parental leave.

This article is based on public decisions of the Workplace Relations Commission and reported case summaries from Irish media sources. It is intended as a commentary on HR compliance issues relevant to employers and HR professionals in Ireland.