We’d like to remind Forumites to please avoid political debate on the Forum.
This is to keep it a safe and useful space for MoneySaving discussions. Threads that are – or become – political in nature may be removed in line with the Forum’s rules. Thank you for your understanding.
📨 Have you signed up to the Forum's new Email Digest yet? Get a selection of trending threads sent straight to your inbox daily, weekly or monthly!
Career Break entitlements?
Comments
-
The simple solution is to pool these career break people that are coming back(that's what career break means).
if breakers are amongst the chosen to stay then one of those that is to be made redundant gets a termination date of the expected return date of the one on break.
Nearer the time(there should be a notice to return period in the T&C of the break) it may turn out the business has picked up and there are more jobs anyway or they don't come back and the person comes off the redundancy list.
termination dates can be set at any time in the future even though the current round may have a target date much closer.0 -
Were some people taken on to cover those on career breaks? Or did everybody just have to cover their absence by doing a bit more work?
How would it work if those on career breaks were given the new roles? You would then only have 17 people doing the job of 20.0 -
You can start a new thread and delete the post if you want.0
-
I'm resurrecting this one again because I found out some more information.
All of the staff went into the pool and a selection matrix was used to determine who should be selected out for redundancy. Of course the two career break people were included in the pool as agreed. However, when it came to scoring them there was a problem. Sickness over the last 2 years was included in the matrix but there was no way of checking the two career breaks so they used their old sickness record (one was 3 years old, one was 7 years old)
On performance, there was no current assessment, so they gave them the average score.
So now two people are losing their jobs and two career break people have jobs held open for them as they scored higher.
Some people have had sickness in the last year (operation), if they had been allowed to use a 7 year old scenario like the career break person, would have no sickness.
ACAS say potentially these two people who now have no jobs can say they were unfairly selected for redundancy. The career breaks have to be included in the pool, but they have to all be assessed the same - and they can't be because they aren't here. So the lower scorers have been disadvantaged by others being scored on OLD information which may or may not have changed had they been here.
Confusing or what?0
This discussion has been closed.
Confirm your email address to Create Threads and Reply

Categories
- All Categories
- 352.1K Banking & Borrowing
- 253.6K Reduce Debt & Boost Income
- 454.2K Spending & Discounts
- 245.2K Work, Benefits & Business
- 600.8K Mortgages, Homes & Bills
- 177.5K Life & Family
- 259K Travel & Transport
- 1.5M Hobbies & Leisure
- 16K Discuss & Feedback
- 37.7K Read-Only Boards