Maternity and redundancy

jdturk

ronniemajor wrote: »

The company should have consulted you in their redundancy process as there may have been alternative employment for you in the Nottingham office that you could have applied for and possibly a vacancy there has now gone because you were not consulted.

This is very wrong indeed that they haven't consulted you and you could put it down as sexual discrimination. If you go down that route then the company may offer you more money to make you redundant to keep you quiet. You could ask for a compromise agreement in that case to get more money from them and that will make you redundant. However, you may want to finish your maternity leave before you take the redundancy.

Whatever - this is morally wrong altogether.

I never get this, the company could have plainly forgot and this could be in the same way that a person who was on long term sick pay was forgotten about. Its hardly Sexual discrimination really is it (whatever the law says!)

doodlesmum

jdturk wrote: »

I never get this, the company could have plainly forgot and this could be in the same way that a person who was on long term sick pay was forgotten about. Its hardly Sexual discrimination really is it (whatever the law says!)

How do forget you have an employee :think: just because someone has a baby and is on mat leave they dont suddenly cease to be an employee it is shocking behaviour on the part of the company you found out via a chip shop.
My advice would to be ring ACAS find out where you stand they should have kept you informed as you are still employed by them .

Good luck.

Doodlesmum.

jdturk

doodlesmum wrote: »

How do forget you have an employee :think: just because someone has a baby and is on mat leave they dont suddenly cease to be an employee it is shocking behaviour on the part of the company you found out via a chip shop.
My advice would to be ring ACAS find out where you stand they should have kept you informed as you are still employed by them .

Good luck.

Doodlesmum.

Absolutely agree its disgraceful but it can happen, if its a big multinational etc, I was just saying its hardly sex discrimination is it.

MrsTinks

If they have an HR department then they wouldn't have "forgotten"... If they have then someone from HR will be due a written warning.
I think it's unprofessional not to have consulted the OP, but until she returns then it's all guessing and hearsay. Who's to say part of the call centre is still there and there is still a job for her to return to? Speaking as someone who's been through redundancies this could very well be the case...
Assumptions won't help - speaking to the companies HR dept will at least provide an accurate state of play for the OP before she seeks legal advice from a union or ACAS

Lady007

As the OP is on Mat leave with regards to alternative employment legally she would have priority over her colleagues.

Coupled with the fact that they have failed to consult with her at the same time as everyone else means the "crime" has already been commited.

I would suggest in the first instance the OP raises a grievance with her employers.