Am I being penalised for being on maternity leave?

[jasmine004k]

I worked 2.5 months last year before going on maternity leave. I am a more senior member of the team who always gets rated “exceeds expectations” and I have always been happy with my pay increases.

My manager left the company just before I went on maternity leave and spoke to her manager to let her know how valued of a team member I am and should get put on the leadership course when I return to work after mat leave etc.

My new manager messaged me to say I’ve emailed your performance review to your work email address, I checked and I was rated “meets expectations” and was only given a 1% increase. I was really shocked, I wasn’t expecting a huge amount but giving the living crisis I thought at least 3%.

I know companies do not have to give pay rises due to inflation, but I’ve never received a pay rise that low in my 6 years of being in the role.

I worked hard in those 2.5 months, my standard never dropped. I also know they are meant to give pay rises the same as if you worked the full year.

I have a keep in touch day on Tuesday and will ask how they came to the conclusion for the 1% rise.

But if you have any advice, please let me know!

Noting OP that they could have scored you exceeds expectations and still awarded 1% if that's how their affordability calculated for the period.

Ask them what information they used to score you as meeting expectations based on previous xx years with of exceeded expectation's and ask them if 1% was allocated across the board or of some people got more if they exceed expectations.

We have this as well, luckily it didn’t set me back too much after my adoption leave, its annoying, but I do see why its needed.

@prh47bridge is correct.

Part of the issue is that at the start of each year you effectively wipe the slate clean I.e. no one has a rating. You then agree objectives for the year and should be measured against them.

The question it is difficult for a manger to answer is “why has my performance dipped so significantly in 2.5 months and no one has told me?” The “no one has told me” is key. A manager can’t use objectives not met, because no one would have met their objectives after 2.5 months, the question is can the op demonstrate they were exceeding what would be expected at 2.5 months.

This is why monthly 1:2:1s that ask the questions what have I done well, and what do I need to do more of/improve help both parties providing evidence. A manager who goes forget it you are going on Mat leave is asking for trouble if they don’t carry forward the previous years rating.

The first question @jasmine004k should be asking her manager/HR is how did my performance drop in the 2.5 months and why wasn’t I told?

Personally for 2.5 months we would say too short to judge, 3 months minimum, and would honour the previous rating.