does anyone know my rights???

xxxpinkladyxxx

I think my company are going to make redundancies and I think my department will to be top of the list. But I've worked there for 8 years in September and recently suffered a miscarriage (in December) which they know about. If they made me redundant, would I have a case if they made me redundant in saying that they are only making me redundant because they know the chances are that I am going to be trying again soon? I'm kind of clutching at straws and I know that they would be looking at getting me out asap. We lost another client today but it doesn't affect my work. Even if that fee earner gets made redundant, I will still be very busy because he doesn't create much work for me anyway (I'm a legal secretary) and I can't think for one minute that they would make my position redundant. There are 3 other secretaries in my department that are part time. Would they face the chop before me? Sorry, I should know this info seeing as I worked for employment law 9 years ago but I can't remember now!!!

LindsayO

I'm very sorry for your loss, and sorry to hear you are facing this, as far as I know there is no reason to think that the part-timers would go first

savingholmes

Sorry for your loss. You wouldn't really have much of a case to argue that they made you redundant due to possible future pregnancy unless they specifically let slip that that was in their thinking. Even then you need a witness. Although it is tempting to go to a tribunal and consider making a claim - in your field of work that is likely to reduce your attractiveness to future employers.... You only need them to play golf with each other and you could be really snookered - be careful!

CFC

I'm sorry for both your loss and the news you are facing.

There is no reason to suppose that they would let part timers go first - in fact an employer needs to be careful not to discriminate against part timers. There would also be no grounds for claiming that because you had a miscarraige, the company would be letting you go on discriminatory grounds, unless you had some evidence that this was the case.

It may well be the case, but proving it is another matter - in the same way that age discrimination is alive and well, despite it against employment law.