What Happens When a Career Takes a Hit After Maternity Leave?
Returning to work after maternity leave should be a time of support, stability, and equal treatment. Unfortunately, for one marketing executive at Coca-Cola, it became a moment of career derailment—and led to a landmark €68,000 award for discrimination by the Workplace Relations Commission (WRC).
This recent case serves as a critical reminder of the legal protections in place for employees returning from family-related leave in Ireland, particularly under the Employment Equality Act 1998.
The Case: Demotion Disguised as a New Role
Lisa Deveney, a senior marketing professional with Coca-Cola HBC Ireland, had been working as Premium Spirits Marketing Manager since 2018. She went on her second maternity leave due to pregnancy-related health complications. When she returned in January 2024, she expected to resume her role. Instead, she was blindsided.
In a last-minute conversation before her return, Ms Deveney was told she’d be moving to a new position—one she hadn’t agreed to and that significantly downgraded her responsibilities and status. While the title and pay remained the same, the job was operational rather than strategic, with no budget responsibilities and no managerial scope. She described it as “nearly a graduate position”.
She was never given a clear job specification in advance and said she felt bullied into accepting a role she never applied for. Within weeks, the stress caused a panic attack, and she ultimately resigned in March 2024.
WRC Findings: Discrimination Confirmed
After hearing both sides, the WRC adjudicator, Patricia Owens, found:
- Coca-Cola had already decided to place Ms Deveney in the new role before her return.
- There was no evidence that she had been offered genuine options or consultation.
- The reassignment constituted a demotion, even though her pay was unchanged.
- Ms Deveney had been consistent in her account, while the company’s narrative had contradictions.
The WRC concluded that Coca-Cola discriminated against her on the grounds of gender under the Employment Equality Act and ordered them to pay her €68,000 in compensation, just short of one year’s salary.
What This Means for Other Employees
This case reinforces an important truth:
Returning to work after maternity leave should not mean stepping back.
Employers cannot legally demote or disadvantage someone simply because they took protected leave. Employees are entitled to:
- Return to the same job (or a comparable one in terms of pay and responsibility)
- Be free from discrimination based on family status, gender, or pregnancy
- Seek redress through the Workplace Relations Commission if they are unfairly treated
Are You Facing Something Similar?
At Employment Matters, we regularly hear from clients—especially women—who return from leave only to find that their roles have changed, been downgraded, or are no longer available.
If your job has changed after maternity leave, or you feel sidelined or pushed out, it’s worth asking: Is this legal? Is this fair?
We can help you find answers. Our legal team offers confidential, affordable advice to help you understand your rights and act if those rights have been breached.
👉 Contact us today to talk about your situation and take the first step toward protecting your career.
