Hospital Pharmacist Wins €20,000 for Discrimination Over Promotion

A hospital pharmacist has been awarded €20,000 after a ruling found she faced discrimination when she was excluded from a promotion due to her part-time work status. The case, brought by Marie Ronan, was heard by the Workplace Relations Commission (WRC), which determined that the criteria used by the Health Service Executive (HSE) disproportionately affected part-time employees.

Marie Ronan has worked with the HSE since October 2008, taking on the role of senior clinical pharmacist in 2015 on a job-share basis. In 2024, the HSE opened applications for a new position as an advanced pharmacist specialist. With over 15 years of experience, including nine years focused on antimicrobial stewardship, Ronan believed she was well-qualified for the role.

However, her application was rejected because she did not meet the requirement that at least 50 percent of her work experience in the specialist area be accrued over a full-time basis during a two-year period. Ronan argued that her extensive experience should qualify her for consideration, regardless of her part-time status.

In the WRC hearings, Ronan highlighted that her experience, although accumulated over a longer time, surpassed the minimum requirements set by the HSE. She contended that the rigid criteria effectively barred her from applying and disproportionately impacted part-time workers, a demographic primarily made up of women. The HSE, in its defense, stated that the criteria were developed by a panel of experts and discussed within various industrial relations groups.

In his ruling, WRC adjudication officer Brian Dolan noted that the HSE failed to demonstrate an objective justification for its criteria, which could be considered indirectly discriminatory. Dolan questioned why Ronan could not aggregate her experience over a longer period if it met the overall qualifications for the role.

As part of the decision, Dolan awarded Ronan €20,000 in compensation, citing potential lost earnings and the need for the ruling to act as a deterrent against future discrimination. He also mandated that the HSE review its minimum application criteria and engage with Ronan to discuss the findings.

This case underscores ongoing discussions around workplace equality and the challenges faced by part-time employees, particularly in sectors where rigid criteria may inadvertently limit opportunities for qualified candidates.