I am currently on maternity leave. I am head of a small specialist team. I am at a senior grade, but officially I am one grade lower than most of the colleagues I work with with an equivalent amount of responsibility. Before going on leave my work started a job evaluation process to resolve inconsistencies in grades around the organisation. As part of this, my job description was revised. I was happy with this because I felt it now properly reflected my role and responsibilities and was hopeful that the inconsistency in my grade would be resolved or at least would be subject to a fair review. The job evaluation process was then suspended so the organisation could focus on a reorganisation instead. My work is currently going through that restructuring process and I am concerned that my role will be diluted and some of my management responsibilities moved to a new post, namely a new manager post created above mine. I have had no consultation to date on my post or intentions with it and have not been sent the full briefings that have been given to all staff. I was invited to one about two months ago, but it was cancelled and not rescheduled. I have been sent emails with brief summaries of all staff briefings, but I can't access the full information remotely. I have requested full copies of all of these now. Proposals I have seen via a colleague show that I would report to a newly created senior manager post who would also manage another team. The new senior manager post is vacant, but would match about 50% of my current post. The other 50% would cover an area where I have no experience or interest. I am now feeling very concerned that these changes are moving forward in my absence without my input. I am worried that existing issues in my post will be disregarded and I will either have to return to a lesser/demoted role or apply for a new post, which is theoretically at the right level, but contains other functions where I have no experience. Am I in a redundancy situation here?
I am due to return from maternity leave in April, I work in a very small company (only 3 of us). I have taken Additional Maternity Leave. Shortly after I went on maternity leave my boss recruited a man who has basically been doing my job. I met with my boss a couple of months ago to briefly touch base and I get the impression that when I return to work my desk will be split. He is labelling this as "expansion", but to me this will mean that I earn less commission as I won't be dealing with the same amount of candidates/clients as I was previously. Also the market in which we work is quiet anyway and does not need another pair of hands. I will be returning to work full time and I have worked for the company for the past 6 years. If this is the case would this be a possible sex discrimination case?
I've been working for my employer for the last 16 months and I'd started my OML just over four months ago. I was called into the office in early December last year to be told my role is now at risk due to the sale of part of its business. However, HR had a separate chat with me straight after the initial talk and mentioned about the possibility of another redefined role (similar to what I've been doing plus other responsibilities added on top). I was asked whether I would like to be put forward for it and I said yes on the spot. However, then I found out the next day that I'm the only person in my team who is at risk despite the fact that more than 20 people are being made redundant on my floor. My colleague who's one grade lower than me still has his job and he does the same job as me. I gather my salary is slightly higher than his. I have my follow-up consultation meeting with HR and the head of the department very soon. I want to ask the right questions. So far I can only think of asking why have I been selected? What's the actual selection process? What's happening to the other redefined role? I'd like to know if I have a case of discrimination here. Also can the company change their mind as to this redefined role? I really would like to have a job to go back to after my maternity leave. The head of department had reassured me before I started my maternity leave that I would definitely have a job to come back to unless the team no longer exists. I'm really stressed about the whole thing and it's affecting my ability to raise my baby. I'm due to go and see my GP this coming week. I would really appreciate any advice and help you can give me from a legal point of view. What other relevant questions should I be asking during my consultation meeting or even before which may make the company think twice before making me redundant?
I began my maternity leave in May last year, but haven't been paid my maternity pay since June. After chasing my boss for my pay and having no response I went to the DWP and set up a formal dispute. My boss won't respond to them and is ignoring me. I still haven't been paid and he now owes me over six months of pay. I sent him an e-mail saying that I intend to return to work soon, but don't expect a response and know from a colleague (who isn't on maternity leave and hasn't been paid since July either) that the business has moved premises, so unless he gets back to me when I do return to work I won't know where to go. I am wondering what my next course of action should be. I would like to force him into making me redundant, or be able to take him to a tribunal for constructive dismissal, but have been told that this would be hard to prove. Any advice would be greatly appreciated.
I am due to go on maternity leave soon and my employer has not replaced me with maternity cover. My workplace is going through a restructure and my manager has told me she does not think our department will be affected. She has also told me that I will have a job when I return from maternity leave. I am concerned that my role
will be distributed in the department and I may not have a job to go back to. Should I be worried?