I am about to return to work after 10 months maternity leave. I was a full time Marketing Manager and requested to return 3 days a week (21 hours). It was refused, and all they stated was "for purely business reasons". Now, they've offered me (and I've accepted) a three-month contract doing a role part time, but after that I will have to return to the Marketing Manager role full time, or resign. What can I do?…
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I have written to my employer stating I will return to work in September. Can I withdraw this date and take the rest of my due maternity leave? I have also asked to reduce my hours which they have declined without a valid reason other than 'staff restrictions'. The staff situation is the exact same as it was when I went on leave and there was never a problem before with me normally completing my required duties well within the time given so I don't see that finishing one hour earlier per day is going to cause any significant concerns. I know I can appeal this and I am considering doing so, but I don't know where to start. The main thing I need to know, though, is can I withdraw my return to work date and also if I decide not to go back where do I stand in terms of statutory maternity pay that I have received. Should this be paid back? Please help!…
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After taking 12 months' maternity leave it was agreed with my current employer for me to return on a job share basis for 2.5 days per week. As the other employee in the job share was not due to return to work at that time I was granted an additional four months' unpaid sabbatical. As the job share was a new concept for my employer it was agreed in writing that it would initially be on a trial basis to be reviewed after six weeks to see if the arrangement was working. It was reviewed at that point and we were then verbally told that we would be put onto a fixed-term contract for two months.We did not receive anything further in writing at this point. We have now been told by our employer that they feel the job share is not working, but have not been told specific reasons as to why they believe this to be the case. Again we have received nothing in writing to inform us of this. The ultimatum we have now been given is to return to work for three full days and two half days per week, otherwise they can no longer offer us positions with the company. Before going on maternity leave I had done seven successful years for this employer and now feel as if I am being very harshly treated and ultimately being discriminated against.
I would appreciate your advice on the following points: 1. Were they within their rights to offer me only a trial period for this job share when I had previously been on a permanent contract before my maternity leave? 2. Should they have documented in writing to me when the job share was reviewed after six weeks that I would be put onto a fixed-term contract? 3. Should they have documented in writing the reasons why they feel the job share is not working?
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I am currently in a home-based role with 3/4 days per week working from my home/office. My request was to "work 5 days" per week as per normal but with Monday & Friday afternoon's unpaid so I can spend time with my child. I also indicated that on Monday & Friday mornings there is a chance my child will be in the home, but I will still be working (e-mails / phone calls etc). They have rejected the application on 3 major points: 1.) Role Capacity: They have confirmed that the current role "demands a high degree of flexibility and often additonal hours over and above the norm". they therefore have concerns about my ability to continue in this role on signifanctly reduced hours (4.5 hours over a week!). Are they correct to admit that this role involves so many extra working hours as effectively I am only requesting to drop 4.5 hours per week?2.) Customer Demands: They stated that the role demands I respond to customer requests immediately (telephone /e-mail) & my reduced hours will affect this ability. The only issue here is that I have committed to keep my phone with me & answer calls (even in my unpaid period) & thus I will be available to answer/return calls as & when required and I cannot see how this would differ to any other employee who works full time hours & maybe commutes in London. 3.) They are not happy about me admitting that my child will be at my home/office for some of the time I am working at home. I know of a few colleagues who have these arrangements already in place (be it formally or informally). Do I mention these examples? Although I know little about legal rights in employment, I feel there may be some holes in my employer's response as per above & Do you think I have much grounds for appeal?…
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I am currently on maternity leave which is due to finish soon. However, due to my employer dragging their feet with my discussions on returning part-time, I suggested that I use 8 KIT days to cover the month I was due back and would finish my maternity leave to go back later on 16 hours/2 days a week. Having heard very little since I was then phoned the other day to say that they don't think that two days a week is suitable for my role and I would need to increase my hours. (This I cannot do due to childcare costs). I would like to know if they can do this with less than six weeks' notice for my maternity leave to finish or how much notice should they be giving me to say that there is no suitable role (I have been employed by the company for eight years in various roles.)
I have been told that I should have put in a flexible working request, but to be honest I assumed that the discussions with work were ok for what I wanted to do as they never requested it to be put in formally. People have suggested that I extend my maternity leave for the extra two months whilst this is sorted out or take holidays or parental leave, but I am confused about what is the best option to move forward.
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