Given notice at work

I'd just leave.

What's the worst that can happen?

They could write in a reference that you didn't work your notice after they dismissed you. Who cares.

They could sue you for breach of contract? I mean, they are clearly stating they don't need you as they have dismissed you so not sure how they can argue they're actually going to really suffer without you.

If you're worried about just leaving, self-certify off with stress for the next week then call your GP and ask to be signed off.

Well there's another thing that my professional HR advisor got wrong then...!

@HappySonHappyMum
Fully agree. I have some long ago experience of this kind of sh*tty behaviour from a company. Turned a full-time job I had inherited into a part-time one, due to my own efficiency and innovation (was studying for a postgrad degree at the time and didn't need full-time money), and was made redundant (just as I was about to give my notice 😁) and told that I wasn't pulling my weight. They had to hire a full-time person to replace me! 😎As it happened, I was earning more doing tuition at uni anyway so the Schadenfreude was strong with that one.

Personally I would walk out but I'm an arsehole.
My attitude would be "what're you going to do about it" I'd drop them in the shit without any thought to the consequences.
However, op's are correct, do you need a reference, would they sue you etc.
I'd still walk out and let them do their worst.
I don't advise you to do this 😁

Definitely don’t do this unless you really are depressed.

@Forgotwhat Your boss @AuntieJune has arrived! But seriously it's a shitty way to treat somebody. I've had this happen a number of times - they take your expertise and then ask you to help somebody else 'learn' how to do it and then they drop you. It's an awful way to run a business - they show no loyalty to you but still expect to give it in return. I generally do my best but build in areas to my work where you have to be really skilled to be able to complete the task - something way over the head of a junior. It generally goes tits up for them and I watch the fall out.

I would start applying for another job, if you want to continue working, take all holiday days left and then have a sever stomach bug so, sorry can’t come in this week/until I stop puking.

Something very similar happened to a family member of mine: he was recruited on a permanent contract, and then when his initial project had finished he was made redundant. IIRC, there was no way to shorten the notice period, but he did get a settlement from them because they should have hired him as a contractor but had tried to save money by hiring him as an employee when the intention all along was for him only to do that one project. It would have gone to tribunal, but they settled before that.

Get signed off?

Last time I looked we did not have forced labour in this country.
Yes you can go now, what could they realistically do. I'd check to see if they do 'tombstone references' as most employers do these days - just confirming dates employed, job title etc with no narrative on how good an employee you are. If so, I'd be off. They could theoretically take you to court for damages but it's vanishingly rare and usually used with employees on big bucks in significant roles where they was a demonstrable financial loss to the company - I'm assuming your role is not of this ilk?

Go to ACAS.

I don’t know what reasoning they’ve given you for making you redundant but, as they’re expecting you to train other people to do your job, if it’s “your role no longer exists” then they are breaking the law.

Get everything in writing, take copies of all emails and communications with them. Work to rule in the interim (only your contracted hours, only your specific duties) and line up as many interviews as you can. If they’re making you redundant then they can’t refuse you time off to attend them.

Didn't you see this coming? Do you think a small business would continue to pay you if you're no longer delivering value? I'd see it from their perspective rather than having sour grapes about it, and in future anticipate this when getting similar roles.

I think it would be unprofessional to just swan off. If you need a reference or there's any kind of networking/professional reputation at stake, stay. You could offer to go earlier by mutual agreement.

You could also see the three months as an opportunity. Is there something else at the business that you could find a solution to, make a proposal, find a way to extend your role there if that's desirable? Could you deliver the training so well you gain skills and can describe your approach to it as an achievement in future job interviews?

Ask to take all your remaining leave now. And don’t log on or do anything remotely…you are on leave! And at the end of your leave, if money isn’t that important, go sick. You can self certify for a week, and then ask your Dr to sign you off with stress for a month. And do that until your three months is up.

OP you can get advice from ACAS or from a legal helpline (check if you have legal protection cover included in your home insurance policy). Once you know whether the company can lawfully dismiss you and whether you have to do the training then you can decide what to do. You could say today that you are taking legal advice on your position and will be taking a couple of days off while you do that. Basically don’t go quietly and make gardening leave and a basic handover (that you’ll offer them on your return) a very attractive option.

I've also recently been told that the two year rule is, in case law, considered to be "two years less two weeks". You would need to have left before this point to be considered a short service employee.

It is two years less one week (statutory notice for anyone uner two years) - not two.

A couple of questions OP. Are they dismissing you or making you redundant ? Because I don’t really see how it’s redundancy if they want you to train other members of staff in your job before you go - redundancy refers to the job itself no longer being required, not the person doing it.

Secondly, if you have been with the company less than two years, would your notice period take you over the two years ? If so, you would then have full employment rights and be entitled to statutory redundancy pay.

Do you also know that if you have been with the company less than two years, the normal notice period would only be one week ? It seems to me that the company are trying to dress this up as redundancy when it’s actually not, and the three months notice period is designed to give you enough time train other members of staff and pass on the benefit of your experience before you go. I would take some advice from ACAS to clarify what the company are actually entitled to do under redundancy rules.

I doubt they will expect you to work every day. They are being utterly unrealistic to fire someone without warning and expect them to maintain high levels of motivation during the notice period. If you leave early you are simply giving up money. I would tell them you will work from home and then I would do as little as possible.

That's irrelevant. Only statutory notice can be counted towards the 2 years required to make a claim, so it would have to be within a week of the two years at the point that the employment terminated. That said, whilst I agree that this is a shitty thing for the employer to do, I don't think the OP would have much of a case. People assume that redundancy is hard to do. It really, really isn't. The tasks may still exist, but if the employer can redistribute the tasks to other staff (which is what they seem to be doing) then that means the OP's post is redundant. It is posts that are made redundant, not people or tasks. It is perfectly legal to keep all the tasks and not the post.

I would definitely try and work around it some way but do be wary of doing anything that might impact a reference.

Whilst most places only give basic ones, some won't. I had a great job offer recinded last year as my former employer stated in the reference that I had problems dealing with stress.

What they didn't disclose was that the problems with stress were caused by them being totally inflexible and unsupportive while I had a dying parent on end of life care during the pandemic (including ignoring occupational health advice and forcing me into an unpaid sabbatical under threat of absence procedures when I was entitled to 6 months paid sick leave).

It will not surprise you in the least to hear that I am now self-employed as I just can't be arsed with corporate bullshit anymore.

If all else fails I'd go with making sure you take every last bit of holiday owing, lots of 'job interviews' (PPs suggestion of in another area is good - you'll need at least a day off for travelling time), a few days off sick here and there. Basically the bare minimum until you've worked your notice.

Hand in a letter of resignation and then go on the sick sighting stress.

My friend has recently been through a redundancy scenario where her team was basically told they were all lacking and their jobs were going to another team. These are staff that have been there for years, won awards etc. Yet miraculously all the other team scored higher.
They then wanted my friends team to fully train the newbies before they left. As my friend said surely if we are all so poor at our jobs why would they want us training new people.
Whole team has gone off sick with stress instead.

That's appalling advice.

Are they following their official procedures correctly in accordance with your contract and handbook?

If you're a short service employee you can't make a claim for unfair or constructive dismissal, but wrongful dismissal is still possible.

I've also recently been told that the two year rule is, in case law, considered to be "two years less two weeks". You would need to have left before this point to be considered a short service employee.

If you don't need the money and don't need a reference, as PP have mentioned realistically they wouldn't do anything about it.

I would speak to them though about you finishing earlier and them giving you payment in lieu of notice instead. Depending on your contract terms, this might even be tax free!

Put all of your focus into getting a new job. Be pleasant but not very helpful at work. Don't put yourself out for them. Work to rule OP. So no more answering calls when on lunch break or just working 10 mins late to finish something off.

Is it definitely 3 month’s notice for you (sometimes it’s shorter if not been there as long)
I’d definitely look at getting employment advice if you are near 2 yr cut off.
If you have children you could give notice you are taking unpaid parental leave think it’s 21 days notice. It’s hard for them to argue it should be delayed as they are saying your role is superfluous. Info on gov.uk.
What does your contract say re role. If it’s not a training role and they are wanting to alter what you do you aren’t employed to go that.