There are questions at the end, but I don't want to drip feed so here are what I believe are the relevant bits of back story - will try to keep it brief.
- My manager became a problem during my pregnancy and I took formal steps to try to resolve this, these are on-going.
- I'm currently part way through 6 months Mat Leave.
- My role is due to move to another department with a different manager as part of a re-org. It is uncertain but will probably be when baby is 8-12 months old.
- I told work informally that I'd probably return to my role after 6 months.
- I have not yet given the written notice required to fix a date for this so the company's 'official' position is to assume I'll be off for 12 months, at which point I'd be entitled to an equivalent, but not the same, role.
- However, my existing role is currently covered by someone else on a temporary basis, along with their existing role, rather than being given to a different person.
Now it is clear that there will be many redundancies during this 6 months, and probably during the following 6 too.
I also, now baby is here, and in light of opportunity to return to work for a different manager, feel that I may wish to take more Mat Leave, possibly up to 12 months. The company is large and would ordinarily have several suitable positions available working for different managers at that time.
So, my dilemma is:
- When would I tell current boss that I may like to take longer off?
- How would being expected to return to my existing role/being expected to return to a non-specified role affect the redundancy process(es)?
- Would I be assessed against the same or different peers?
- Is there any benefit either way?
I would ideally like to stay with this company long term.
Any thoughts much appreciated.