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Original poster

Return from mat leave - what's the deal with the role?

5 replies

chocmatcha · 18/04/2024 21:42

Ok it's hard to explain without a diagram.

Sarah (not real name) has been a manager for about 3 years. Went on mat leave 1 - came back part time 3 days a week. This worked fine. Mat leave 2 started 6 months later. Due back in 4 months - so about 10 months mat leave. However there's a NEW role which is basically Manager Plus and it can't be done in 3 days. So.. what's the deal here. Sarah has been told it's her role. But it's going to be a 5 day a week thing. Can they do that? I thought they had to offer her the same/equivalent terms. Can they get round it by making manager role redundant and manager plus the only suitable alternative?

OP posts:
Invisimamma · 18/04/2024 21:52

Sarah should contact her union and pregnant and screwed for advice.

It sounds like they've made her old role redundant and can offer to redeploy her to the new role. Providing the redundancy isnt discrimination?

After more than 6 months mat leave they don't need to give her old role back, especially if it's now redundant.

Original poster
chocmatcha · 18/04/2024 22:12

Invisimamma · 18/04/2024 21:52

Sarah should contact her union and pregnant and screwed for advice.

It sounds like they've made her old role redundant and can offer to redeploy her to the new role. Providing the redundancy isnt discrimination?

After more than 6 months mat leave they don't need to give her old role back, especially if it's now redundant.

Thank you I'll point her in the right direction. It really didn't sit right with me. She's been in tears over it which is so sad to see.

OP posts:
Original poster
chocmatcha · 18/04/2024 22:13

Alas no union :(

OP posts:
Zebrasinpyjamas · 18/04/2024 22:22

I know your point is about Sarah but could she suggest if job share is an option? Ie they recruit someone else to do 2.5 days , ie cover when Sarah is off plus some cross over time. It is good for the business as it's less disruption if one of them leaves in the future.

After more than 6 mths mat leave they need to offer a similar job but doesn't have to be identical. She should ask her employer how they are meeting their obligations and wait for a formal reply. Roles/responsibilities of both old and new job should be mapped to show equivalence.

If there is no role there should be a structured redundancy process but they should not automatically put only Sarah into the redundancy pool unless it is a small company and genuinely no other equivalents.

Original poster
chocmatcha · 18/04/2024 22:25

Zebrasinpyjamas · 18/04/2024 22:22

I know your point is about Sarah but could she suggest if job share is an option? Ie they recruit someone else to do 2.5 days , ie cover when Sarah is off plus some cross over time. It is good for the business as it's less disruption if one of them leaves in the future.

After more than 6 mths mat leave they need to offer a similar job but doesn't have to be identical. She should ask her employer how they are meeting their obligations and wait for a formal reply. Roles/responsibilities of both old and new job should be mapped to show equivalence.

If there is no role there should be a structured redundancy process but they should not automatically put only Sarah into the redundancy pool unless it is a small company and genuinely no other equivalents.

Yes I think the sticking point is the "similar role" she was assuming it would be on her existing 3 day a week basis.

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