Substantial changes to role without consultation - legal?

[LarryUnderwood]

I'll try to keep this brief and would appreciate any advice. Last year my department was restructured and combined with another department.a number of people were put at risk and their roles changed or made redundant. My role was not put at risk as it was not considered to be sufficiently impacted. I am a manager, the next level up from me is head of function.

The changes made to my role were:
Remit broadened t0 cover a larger area of the business (around double)
My team (which I lead)merged with another and I to lead the new larger team
My boss and the boss for the other team were moved to different roles. I was made overall manager for the function, reporting into a much more senior manager (3 grades above me, as opposed to 1 grade)
Travel to other regional offices on semi regular basis as managing cross-site team members.
I was then presented as a member of the leadership team for the department on org charts and in written comms. Added to leadership meetings and given work that was given to head of function (no other managers given this work or invited to these meet9ngs).

My role was not regraded, I was not promoted. Officially my role remained the same, however in practice it substantially changed. Is this legal?

It wasnt at risk as they didn't want to get rid of your role.

In my place you would have been consulted about the changes as we would have considered them significant. We also would have offered a payrise to cover it all.

Not sure where the law sits on this though so I am no actual help.

Thanks. I am under increasing amounts of stress and am considering leaving as a result of these changes - not sure of my position though.it just feels so unfair.

Can you ask got your new role to be re-evaluated? Write out your new JD & responsibilities as supporting evidence?

It’s difficult to say whether the changes you describe were significant enough to constitute a change to terms and conditions therefore requiring consultation. But in any case, it sounds as though you accepted the changes so claiming it was unlawful now would be a bit pointless really- the time to resist would have been back then.

It sounds like you have a strong argument for a pay rise but I’m not sure whether that’s your concern? If it’s that you are not enjoying the role then you do need to either talk to your manager about whether any adjustments can be made to it to relieve stress, and/or look for something else.

What won’t happen at this stage is for anyone to wave a wand and things go back to how it was before.

Can you benchmark your role in your industry and ask for a pay rise?

Thanks all. I've engaged with my boss on the pay rise and grading issues, and have stated my concerns in writing on a couple of occasions over the last few months. At the time of restructure the extent of the changes was not made clear to me - a lot of the extra responsibilities got added later which is when I raised it as an issue. I dont want to go into too much detail on these discussions as its potentially outing. But thanks for your thoughts, its helpful to get an outsiders view of the origins of the situation.

I've seen this happen before - management get rid of a role and tell other staff that it won't impact them... only to realise afterwards that actually yes someone does need to do all these tasks that are still there and it gets lumped onto other people who were unaware. It's rubbish management but it happens and usually by the time everyone realises, it's too late.