DH workday annual leave underwent termination balance

[terminated2024]

DH underwent a PIP and was told during a PIP review meeting that he had failed the PIP (no review, just told that it was based on feedback from 'stakeholders') and it was being moved to Performance management Panel who would decide the outcome. Yes he can be fired but that is one of the list of different outcomes i.e. no action, extend PIP, first warning, second warning, termination. He was not told he was going to be fired.

However he has logged into workday and it states that the balance has been adjusted- action is called termination adjusted balance. And its dated on the day of PIP review meeting

He has lost his job hasn't he. but why have they not told him formally.

DH thinks it is to frustrate his unfair dismissal claim as there is a 90 day period where you can file the claim.

He did..they give him the same BS.

He talked to 3 different hr advisors.

I think your DH is spinning you some absolute lines here, OP. As if the job titles AND leave figures would both be deliberately different on the corporate system which is designed to be the font of all knowledge.

We know that but would you terminate an employee without telling them.

Those who say dh is lying, he sent me a pic of his workday. He is still signed into his intranet. If he has been terminated with immediate effect wouldn't they cut everything. He has meeting scheduled in August (though appreciate that doesn't mean anything).

No I have seen it. And it's true, his title on his email signature is the same. Tbh his title is still the same on the intranet.

We have a joint account and his salary is exactly the same as when he joined. It's not a senior analyst salary.

Why is he finding it so difficult to sort this issue out for himself?

Make sure he is getting all these answers in writing (i.e. he should be emailing with his questions and receiving responses by email).

He is sorting it out, I just want to know what mumsnetters view on thus.

Neither of us think hr is being straight with him

He's got no chance on an unfair dismissal claim and it sounds like they want him out of the door regardless (whether they've been messy about it or not), so best to start job hunting now.

I suspect they are going to terminate and someone has jumped the gun. Of course hr can’t tell him that. They will go through the process. Albeit a charade. To be honest though when many companies are going to fire someone, you know before the panel.

hes not got an unfair dismissal case. The odds of him being able to successfully prove he was discriminated against due to his age are non existent.

So he should talk to his union rep
for support and guidance. They will be in a better position to advise and support through the process.

if things are bad and they don’t appear to be following process then he can raise a grievance or discuss a settlement agreement to leave.

something here doesn’t add up at all. But I wonder if it is because you keep saying he has been terminated and he clearly agasnt except for some weird thing on the leave system (which could be an it fault or human error). I wouldn’t read anything into that. They cannot terminate him without putting it in writing. There will be options for him to appeal at various stages of the process too.

But fundamentally is he not performing adequately? Now is his opportunity to prove he can work to the appropriate standard and then, if he wants to stay, challenge their assertions that he is not.

Workday is such a pile of shit, I could believe it is a mistake

Does sound like the writing is on the wall though...

It doesn’t work like that. He has 90 days from the date of termination to file a claim. However he can’t file an unfair dismissal claim anyway as he needs two years service.

No matter what Workday says, if your husband is in a senior position in a bank and is on a PIP, it's time for him to find a new job.

I hadn’t seen your update. I honestly think this a cockup rather than a conspiracy. Someone in HR has jumped the gun.

The good news about the delay is that your husband has more time to show achievement against the PIP. He should try to tick things off the list and keep his manager, manager’s manager and HR informed of progress.

It may be too late, but if there was a going no to be a genuine review, it is worth a shot.

Obvious question. Is he a member of a union?

If not he should go to ACAS who will offer advice.

If he went to work after the meeting they have to pay him for that so there’s definitely been an error.

He can only file unfair dismissal if he’s been discriminated against. It doesn’t sound like he has been?

Hr has told him in writing that this isn't a case of imminent dismissal and business panel will decide the sanctions based on evidence received..range of sanctions.

He had the interview today and fingers crossed.