Can my part-time role be paid less pro-rata than my full-time role?

Is the alternative role being offered as a new part-time role and is the new salary based on this? Also have you submitted a formal flexible working application? You should have the right to appeal if this is the case and it’s been rejected.

If they are offering a role with reduced responsibilities on a part-time basis, then I can see why they have removed some of the responsibilities to make the role part time.

It should be a possibility to negotiate over the salary and you can ask how they reached the salary that is being offered.

If the role is now being offered as an alternative to the full-time role, but is a full-time role but with less responsibility then this doesn’t seem like a suitable alternative and you have the right to say you wish to stay with the role you had before you went on maternity leave, unless that is no longer available (which can happen after the first 26 weeks of maternity leave).

At the end of maternity leave, you have the right to return to your original job. If that is not possible then a similar job on the same terms and conditions or terms that are no less favourable should be given. If a redundancy situation arises, you must be offered a suitable alternative vacancy if one is available.

I would advise that such a reduction in pay and responsibilities, especially when your original role is still there, and the alternative was only offered as you asked for part-time work (and it sounds like this then hasn’t been offered for either role) this could be seen as failure to allow a woman to return to her old job after maternity leave and could therefore constitute workplace maternity discrimination.  I would advise you go back to your manager and ask to discuss this further, making it clear you are not happy with the alternative offer.

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