Advice & Support

Role being downgraded on return from maternity leave: ask the expert

Role being downgraded on return from maternity leave: ask the expert

I have worked for my company for 10 years and am due to return from maternity leave in the next few weeks. I am a senior member of my team and a line manager to one person. During my maternity leave a secondment was brought in to fill my role from another department. I had a meeting yesterday regarding my return and was told on my return I would no longer be managing that person. This has left me feeling vulnerable for my future as without managing I am basically the same as the rest of the team and worry that they are planning on making me redundant as soon as they can. My secondment is also staying on in the department rather than going back to there initial role. I am on a better package than the other members of the team. Are  they legally able to take my management from me without justification? And secondly can they down grade me or make me redundant?

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Can one of our drivers keep working while pregnant?: ask the expert

Can one of our drivers keep working while pregnant?: ask the expert

I am a manager in charge of self employed drivers. One of these drivers is six months pregnant and I am being asked by our contractor to let her go as the work we undertake can be classed as strenuous. I have spoken to her on this and she claims that she is fine to carry on for the next six weeks and would like to work even more days. My boss is now on my back regarding this as he has been emailed directly. She is a fantastic worker and a credit to our business, but I am not sure as to where to go from here as I cannot ease her workload. Can I terminate her contract due to the strenuous nature of the business or is this deemed unacceptable or even illegal as she believes that she is fine to carry on for the remaining six weeks that she intends too work?

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Can I get my money back after signing up to a franchise: ask the expert

Can I get my money back after signing up to a franchise: ask the expert

I have applied for an opportunity to join a company that I have seen online. When contacted by the company, I understood that what they were offering was a franchising opportunity. I ended up paying the starting fee and attended a one-day training. So far I have not signed any contract and I do not have much information about what is included in the franchising contract. In their publicity they say they have a 6-month break clause. After researching more information about becoming a franchisee, I feel unsure about the type of business I have entered into and I’m not sure if I am legally protected and if I can stop these sort of agreement and get my money back.

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Pay has changed and maternity package is being altered: ask the expert

Pay has changed and maternity package is being altered: ask the expert

I have been employed on a series of fixed-term contracts by my employer for seven years. During this time my salary was always externally funded. Last year I was informed that I'd been made permanent. Then the source of funding for my post ran out and I was told that I was at risk of redundancy. I had already informed my boss that I was pregnant. In the period of looking for alternative employment within the organisation a post was identified for me at a lower rate of pay. The organisation's redundancy policy had always allowed employees to retain their salary if the new job was worse paid (as long as this was in the same pay band - in this case it is), but I was told this would not apply as the new job is externally funded also (this is not mentioned in the policy). Now I am being told that my additional maternity pay (organisation's maternity pay) will be based on my new lower salary too. I thought because my statutory maternity pay would be based on my old pay (the qualifying period is based on my old salary) this would be the same for the organisation's pay. I do feel as if at every opportunity I am being short changed. Is this discriminatory?

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Annual leave accrued while on sick leave: ask the expert

Annual leave accrued while on sick leave: ask the expert

I work for the NHS and I have been on long term sick leave since the birth of my second child due to complications arising from the birth. My entitlement to SSP ended at the end of April 2014 and so I requested to take annual leave in May 2014 (to maintain some income). My request was denied for the following reason: "If you can take holidays then you must be fit to return to work - what date are you intending to return?" As of yet though, I do not have a return to work date. So my question is, are the NHS correct in not allowing me to take my accrued holidays after the end of my SSP, and is there anything I can do to challenge this?

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Related tags: Holidays | Sick leave