Forced move of workplace - childcare and travel issues

tomhann187_2

My manager is forcing me to move to a different workplace premises. My contract says they are allowed to do this if there is an adequate reason - they say my skills are needed at the new workplace. I have several issues with this enforced move; the main one being my childcare arrangements.

I specifically chose my child minder because they are opposite my current workplace. I can drop my baby off right before work, and be with him in minutes if there is a problem. However, if I was to be moved to the new premises, my travel time would be tripled as I would have to get off the bus (I don't drive) at my old workplace, drop my son off at the child minders, walk back to the bus stop and then catch another bus to the new workplace. In addition, I am very upset that I will not be as readily available to get my son in an emergency (current workplace is minutes away vs 30-40 minutes at the new workplace).

I am trying to get together a case as to why I cannot move premises due to my childcare commitments. Does anyone know of any law or legislation that I may be able to use in my arguments? I'm thinking of discrimination or right to flexible working acts in relation to childcare.

whitewing

You could kick up a huge fuss, and then your childminder give you notice the very next day. Situations change.

It is so difficult to decide what is best. I found it better to have a nursery nearer home than work but there is no right answer, and it obviously depends on the quality.

mynameistallulah

You have a right to request flexible working, but the request can be refused for business reasons. I certainly see no "discrimination".

Whilst your travel time is a fair bit longer compared to what you have done up to now, it is certainly not excessive, and it does not prohibit you from getting to the childminder. In the longer term, is there a more conveniently located childminder or nursery?

carebear13

not sure how it would be discrimination, and the flxible working act only gives you the right to 'ask and for it to be considered'. what would you have done if the childminder wasnt where she is? i think tbh you've been really lucky to find someone so close to where you work. alot of parents have to do lots of to-ing and fro-ing doing drop offs.
all you can do is explain and make your case, but start looking at different childminders/nursery just in case. i know it's hard trying to find the right one, and once you have you dont want to let go, a good childminder can be like gold dust.

KiKi

There is no discrimination. Being a parent is not a protected characteristic in law and, to put it bluntly, your childcare provision is not their problem. You choose your childminder, but you could find another one closer to your new workplace. Plenty of parents are not within 'immediate' access to their child in an emergency, and I suspect that it's just become the norm for you, which is why you're upset. But it's not necessary to be within minutes of your child all the time, and that won't be the case when they go to school, either.

You could put in a request for flexible working, but the business only have to consider it.

I would also add that the new workplace doesn't impact your 'childcare commitments' - your child will still be looked after. It's the closeness you don't have, but your preference to be within minutes of your child at all times is not a 'commitment'. The travel is longer, but having a child is your choice, and where they are cared for is also your choice. It seems like the best option for you may be to look for a nursery or childminder closer to the workplace which will fulfil both your requirements.

KiKi

Kynthia

Not meaning to sound harsh but your childcare issues are your responsibility and not your employers. You need to make suitable arrangements to fit round your work.

Discounting your childcare, if the move is not unreasonable then there is little you can do. Look through you policies to see whether you can refuse, get advice from HR and suggest any possible alternatives, but otherwise you options are to accept the move or resign.

maninthestreet

How far is the new workplace from the old workplace?

getmore4less

negotiate,

what options do they have if you leave

who will cover you work at the cuurent location, can they do the job.

Can it be done part from the current office or does it have to based at the new office.

You need to look at the business case and find alternatives that meet those needs and indirectly yours.

focusing on child care issues is the wrong approach.

Savvy_Sue

If you do have to make the move, I'd keep an emergency £20 note in my handbag, just in case I ever needed a taxi back to the childminder.

Bluemeanie_2

No point me commenting on the childcare - others have already given great advice.
Is their any possibility of you learning to drive? How about asking for a pay rise due to relocation? Your skills and expertise are obviously valued/essential if they need you to move location? This would help with learning and buying a car should you wish to go this route.
How about writing a list of all the responsibilities etc you have and now with the new relocation you would like more £ (maybe others can advise more on how to ask for a payrise, I worl for LA so are jobs are independently graded so not possible for me). Just chucking ideas around to try and help.