Being demoted at work when returning from parental leave isn’t just frustrating — it’s unlawful. We discuss your rights, how to deal with a demotion and how you can resolve the issue.
Discrimination relating to pregnancy and returning to work is unlawful. Unfortunately, this treatment is still fairly common.
A 2014 Australian Human Rights Commission report, Supporting Working Parents, reveals that half of all mothers experience discrimination in the workplace — whether during pregnancy or parental leave, or on returning to work — despite longstanding laws against such treatment.
The impact of a demotion when returning to work
Facing a demotion upon returning to work from maternity leave can have a very real impact. It comes at such a pivotal point of both your personal and working lives that it can affect your career, your future job prospects and your home finances.
Due to the difficult nature of this issue, many women tend to resign and look for other work, leaving their difficulties unreported. A massive 91% of mothers who experience discrimination don’t make a formal complaint, according to the Supporting Working Parents report, so we’re aware of only the tip of the iceberg.
It’s important to understand that many women experience this type of discrimination when they return to work, and that you don’t have to accept a demotion of any sort. Rather, you have the right to return to the same job. If that role no longer exists, you’re entitled to an available position for which you’re qualified and suited, and this job should equal your previous role in status and pay.
How to prevent demotion when you return to work
Women who return to work after having a baby are in a vulnerable position, so they should consider taking some pre-emptive action to avoid having to deal with a demotion.
- Don’t take company policies as the final word. Many organisations have great policies around returning to work, but they don’t always act on them. It’s a good idea to seek clarification about your specific circumstances by talking with a relevant management or human-resources representative.
- Discuss your plans before you leave. Speak to your manager about what will happen when you return from maternity leave before you go. Talk about whether you’d like to work part-time or take advantage of other flexible working arrangements. Communicating from the outset is key to a successful return to work.
- Ask for any agreements to be put in writing. A number of changes can occur during the months you’re on parental leave. For example, a new manager might not honour the agreements you negotiated with your previous manager. Verbal agreements should be put in writing and outline specifics, such as whom you’ll report to, which days you’ll work, what your remuneration will be and who has signed off on this arrangement.
- Know your rights. Several pieces of legislation prohibit this type of discrimination. These include the federal Sex Discrimination Act and state laws such as the Victorian Equal Opportunity Act and the Fair Work Act. There have even been cases in which women have been demoted to positions with the same pay, but different status (such as a different reporting line, for example), and this has been found to be unlawful.
What to do if your employer tries to demote you
It’s important to seek advice about this issue, because it’s a complex area to navigate. Maurice Blackburn’s approach is to try to resolve things amicably — a strategy that not only educates employers about their obligations, and the risks and consequences of failing to meet them, but also helps women avoid the difficult task of having to find an equivalent position elsewhere. If the parties can’t reach a resolution, we can make an anti-discrimination application to the Fair Work Commission.
You may be tempted to try to resolve the issue yourself; however, we suggest you seek advice as a first step. This smart move can keep you in a strong negotiating position and help you avoid straining the employment relationship if there’s a path forward. Putting your frustrations in writing, for example, or resigning on the spur of the moment can be detrimental to your case.