📚 The Case: McFarlane v. King Ursa Inc.
In a recent Ontario court decision, a mother returning from maternity leave was awarded nearly $270,000 in damages after her employer failed to reinstate her to a comparable position.
Here’s what happened:
- Emily McFarlane had been hired as Executive Vice President at marketing firm King Ursa.
- While on maternity leave, the company restructured—and upon her return, she was offered a role with significantly reduced responsibilities and a 30% pay cut.
- The court ruled this a constructive dismissal and a violation of Ontario’s Employment Standards Act, which protects employees from penalty due to maternity leave.
- Justice Akazaki awarded McFarlane 12 months’ notice, punitive damages of $50,000, and damages under the Human Rights Code for discrimination.
📊 This Isn’t an Isolated Case
This case is being celebrated as a win—but for many mothers, it hits close to home. Because while not everyone takes their employer to court, this story isn’t rare. The return from maternity leave is often when working mothers find themselves sidelined, demoted, or quietly pushed out.
Sadly, this court case reflects a much larger pattern. In our Canadian Maternity Leave Survey, we found that:
- 15% of mothers reported being laid off during or just after maternity leave.
- Many others returned to find their roles reduced, restructured, or outright replaced.
- A shocking number reported facing lower pay, less responsibility, or stalled career progression.
This isn’t a one-off—it’s a systemic issue. The McFarlane v. King Ursa Inc. decision simply puts legal weight behind the reality thousands of Canadian moms already know firsthand.
📥 Want the Full Picture?
Download the Canadian Maternity Leave Survey Report to see the data, read real stories, and learn how we can build pressure for real change in workplace policy.
Because one court case is a step—but policy change happens when mothers raise their voices, together. 💪
