Any HR people can advise?

[SURREYmum2025]

Good morning. I need some advice as I haven't been able to sleep all night and I'm so confused.

So I work in a group of schools. There are 4 schools in the group. Each school has to have a safeguarding lead due to statutory legislation. All the other schools have a lead who is also a Deputy Head and deputy safeguarding leads. The school I work in has me as safeguarding lead. I am a qualified social worker.

I started at the school apprx 6 years ago part time after I decided to step away from front line Sw after 25 years in child protection. I initially took on the role as a 3 day per week position. When I stated the head of safeguarding, a man who has worked his way up from admin, was covering my role and also the head of safeguarding role across rhe group of schools. I wasn't aware if this when I started the school. It was advertised as the school s/g lead.

Bear with me....

So approx 4 years ago I decided to leave as I was offered an amazing job back in my old work place. But in order to keep me they offered me the full time safeguarding lead role for the campus I am on and some perks which were very difficult to refuse.

Anyway this week. However I massively continue to share my job with the head if safeguarding as they have chosen to retain the safeguarding lead position and frankly I dont do the wider role as they as my line manager tell me not too.

I have constantly challenged this however I am blocked from accessing anyone higher up as everything has to go through the head of safeguaring. I do not belive the other safeguarding leads in the other schools are subject to this.

Yesterday the head of safeguarding rings me and tells me that they received a report about schools that fail inspections and one of the reasons is when a school has two safeguaring leads. So we need to look at my job and make changes and maybe call me something else.

The whole organisation has just hen through a huge restructure and loads of staff have been made redundant. Surely this isn't legal and why was my role not considered in the restructure??

Any advice please??

This is very hard to understand and I had to read it three times,

However I massively continue to share my job with the head if safeguarding as they have chosen to retain the safeguarding lead position and frankly I dont do the wider role as they as ky line manager tell me not too

what does this mean, that you have thr title but have never done the job? So they want to change your title?

it clearly wasn’t in the restructure as they didn’t realise the issue at the time.

is your question is it legal for them to change your job title? Or offer you a role that you never did?

Sorry. Typos. So the head of safeguarding says to me they are paid for 3 days as a week as the organisational head of safeguarding and 2 days a week as the safeguarding lead for the campus we work in.

They have always retained the wider organisational responsibilities. I don't do any of this. As they do this all.

Now he tells me that he and the CEO are taking about my job title changing.

My question is. Would there be a full HR process to change my job title and role. Surely I should have been part of the restructure and offered redundancy?

I read your post once and couldn't understand it, sorry.

Nope - have another go at rewriting your question + context

Sorry. Can MN delete the post?

Does your contract specifically state 'Safeguarding lead' with a JD to match?

He is overall Head of Safeguarding for all 4 schools and used to be Safeguarding Lead for your site. The other 3 schools also have an on-site Safeguarding Lead. You were offered the role of Safeguarding Lead for your site, but he has also retained that role for 2 days per week, even though you work 5 days per week.

He is now saying that there is some redundancy in having two on-site Safeguarding Leads at your school, and in his opinion it Is you who should step down from the role.

Is that correct?

Hi if they just rename you job title but don’t change your responsibilities, they can do this. But if they are looking to make substantive changes to your R&R then not they can’t do this unless you agree. Now recognise they can insist on these changes resulting in a breach of contract and you would need to object in writing refusing to accept the changes especially if it reduces your role or places you in an untenable ‘safeguarding’ position (ie all the responsibility but disempowered). Ultimately if they make the change and you stay, it will be deemed you have accepted the changes (you strength your case if you object). This would fall into constructive dismissal. Again depending upon the discussion they have with you, you could request a ‘without prejudice’ settlement figure. Don’t rush or react initially wait to see what they say, and say you need to think about it. Dont jump to agreement or refusal.

She does it three days and he does it 2 days, but I think she’s saying she’s never done it.

op do you have a job description is thay changing?

Doesn’t sounds like a restructure/redundancy situation.

Merely a change of job title to reflect the feedback which is there needs to be one lead.

Your nor role will change so no HR process triggered.

They have to consult with you about changes to your role, or about any proposed redundancy/restructure. There’s no rule to say that it had to be done as part of the bigger one that had just occurred. In fact it sounds like they couldn’t have done it as part of the bigger one because they didn’t even know at that time that they weren’t allowed to have two safeguarding leads.

Op. Are you part of a union? If so, I would contact them. Employment law advice on mumsnet is sometimes well meaning but often wrong.

Also, you will be able to share full details with your union rep.

I understand your post. Goodluck xx Your line manager sounds like an arse.