When Workplace Bullying Meets International Immunity
A dramatic Workplace Relations Commission (WRC) hearing has brought global employment issues to the forefront in Ireland. Charlene Maleady, a senior official with the UN-affiliated International Organisation for Migration (IOM), has brought a constructive dismissal claim after what she described as years of workplace bullying, retaliation, and career sabotage.
While the case is still under adjudication, the IOM has invoked diplomatic immunity under its cooperation agreement with the Irish State. But this case raises important lessons for employers, HR professionals, and international organisations operating in Ireland.
Background: A Promising Career Derailed
Ms Maleady joined the IOM in 2011 as an intern, worked her way up the ladder, and was promoted to National Protection and Programme Officer on a €67,000 salary. But her evidence before the WRC paints a picture of:
- Excessive demands, including messages from 7am to 11pm
- Public scolding, exclusion from projects, and being undermined
- Retaliation after raising concerns to UN HR offices
- Her role being downgraded while on maternity leave, with her desk, staff, and projects reassigned
- A reputation damaged by being labelled a “troublemaker” and “racist”
- Failed attempts to seek redress through the UN’s internal channels
“I’d worked 11 years working my way up. I couldn’t start from scratch. I was rock bottom,” she told the WRC.
What Employers Can Learn, Regardless of Immunity
1. Allegations of Retaliation Must Be Taken Seriously
The employee made repeated efforts to escalate her concerns internally through:
- HR
- The UN Ethics Office
- The Office of the Ombudsman
- The Inspector General
Despite these actions, no investigation was launched, and the WRC was told her grievances were never properly addressed.
Best Practice: Create a clear, transparent internal process for whistleblowing, grievance resolution, and protection against retaliation, and act on it.
2. Maternity Leave Rights Must Be Respected
Ms Maleady returned from leave to find her job responsibilities, desk, and team gone. She was reassigned to a single project and felt pushed to the margins.
Best Practice: Under Irish law, returning employees must be reinstated to the same or equivalent role post-maternity leave. Any deviation must be justifiable and documented.
3. Management Style vs. Staff Wellbeing
The former mission chief, Ms Veerassamy, was subject to multiple complaints and was eventually reassigned. Yet no formal accountability process followed.
Best Practice: Toxic leadership can destroy morale, careers, and reputations. Even in high-performance environments, line managers must be trained in emotional intelligence, respectful communication, and people management.
Key Themes
- Constructive dismissal: A resignation is considered a dismissal when the employer’s conduct makes continued employment untenable.
- Immunity vs. Accountability: The WRC is now tasked with deciding whether diplomatic immunity shields the IOM from Irish employment law, or whether Ms Maleady’s treatment falls outside that protection.
- Internal redress: When internal grievance systems fail, organisations risk public exposure and reputational harm.
Why It Matters to Irish Employers & International NGOs
Even if your organisation enjoys certain privileges under international law, the duty to protect your employees from workplace harm remains paramount. Failure to investigate complaints, particularly where there is a pattern of bullying or retaliation, can lead to claims of constructive dismissal, even if shielded from formal liability.
At Bloom Consultancy, we help clients:
- Navigate high-risk grievance and bullying cases
- Build strong, compliant HR processes across sectors
- Develop leadership capability and staff welfare frameworks
- Support post-maternity reintegration and equality best practices
Get in touch if your team needs guidance on navigating WRC hearings, remotely or in person.