Restructuring/Maternity - Advice Needed

[squadronleader87]

I initially posted in Redundancy but realise there's not much traffic. Reposting here instead.

I'm 30 weeks pregnant and currently a Team Manager (local authority) with responsibility for 10 staff. A management review is taking place and we've just had draft structures for informal consultation. My job has gone - it looks like some duties are subsumed into a higher graded post that I can't be matched into and the rest are split into other roles. There are likely to be 12 posts going as a result of restructure, but some will be ER/VR.

Implementation is likely to be taking place when I have a brand new baby. My questions are:
If there are fewer jobs than people, how is the new structure filled?
Can I do anything in advance to protect myself?
If I'm not matched, do I have any protection or will I be facing redundancy?
Does my employer have to make allowances for me if I'm on mat leave e.g. Extra time to do applications, arranging interviews at my convenience?
Do I have any rights regarding the higher graded post?
If I think there is a suitable alternative role on the structure and I'm not offered it, can I challenge that decision?

Any advice is greatly appreciated.

It is entirely up to your employer how they fill the new structure.

If the redundancies happen when you are on maternity leave you will have some protection. They must offer you any suitable alternative post available even if there are better candidates. If the redundancies occur before you go on maternity leave they cannot use your pregnancy as a reason to select you for redundancy. Many employers avoid making pregnant employees redundant to avoid possible discrimination claims.

Thanks prh47

I had assumed there was some sort of protocol for filling the posts e.g. based on experience, professional reputation etc. I'm worried that I'll be at a disadvantage if I'm not physically at work to make representations etc.

Your employer will decide on what selection process they will use to fill posts. Could be applications/interviews, could be scoring against criteria including skills/experience. Whatever they want to use, they will need to consult on it, which includes you.

As prh47 says, if your post is redundant effective when you are on maternity leave, and there is a suitable alternative vacancy, you must be offered it over and above other candidates.

in terms of the higher graded post, that probably wouldn't count as a 'suitable alternative vacancy', so you don't get any extra rights, although obviously you should be given the opportunity to be considered for it along with anyone else.

Thank you Flowery