Single mum, being pushed out of my company

spadoosh

Kinderegg wrote: »

Thanks.
In that case the only thing I would be worried about is the fact that I have taken sick leave. Once for two weeks at the beginning of 2016 for wisdom tooth extraction, and now for anxiety. Trouble is, how do I go about explaining anxiety, which has ultimately been caused by the company, to a prospective employer?

You dont, you say you where signed off sick by your doctor.

Guest101

Kinderegg wrote: »

Thanks.
In that case the only thing I would be worried about is the fact that I have taken sick leave. Once for two weeks at the beginning of 2016 for wisdom tooth extraction, and now for anxiety. Trouble is, how do I go about explaining anxiety, which has ultimately been caused by the company, to a prospective employer?

Sorry 2 weeks for an extraction?? I've had teeth out before and been back in the same day

Kinderegg

Guest101 wrote: »

Sorry 2 weeks for an extraction?? I've had teeth out before and been back in the same day

Bully for you.

It was extraction of an impacted wisdom tooth and so my gums had to be cut open by an oral surgeon under sedation. Not that I should have to explain myself to a stranger.

spadoosh

Guest101 wrote: »

Sorry 2 weeks for an extraction?? I've had teeth out before and been back in the same day

Yeh i wouldnt give a reason for that either, again just say you where signed off by your doctor.

Tiddlywinks

Kinderegg wrote: »

Don't want to disclose anything else to protect my anonymity, but if you take the above facts at face value then I believe it can be classed as discrimination. There have been other incidents as well that I cannot mention.

What do you want people to say?

Unless you have evidence of their wrongdoing - and not just coincidences - then you won't get very far with taking any legal action.

Yes, you're a single parent with a potentially disabled child - BUT an employer is only expected to do what is reasonable in supporting that situation. They must also not treat you less favourably because of your domestic situation. Removing flexible working for business reasons (which will likely be easy for them to illustrate) is just placing you back to where you are on a par with other staff.

You will struggle to prove your anxiety is caused by your treatment at work. Just because you are anxious about work does not necessarily mean that the employer caused that condition.


(I posted a far more detailed response earlier but you have ignored it).

Kinderegg

Tiddlywinks wrote: »

What do you want people to say?

Unless you have evidence of their wrongdoing - and not just coincidences - then you won't get very far with taking any legal action.

Yes, you're a single parent with a potentially disabled child - BUT an employer is only expected to do what is reasonable in supporting that situation. They must also not treat you less favourably because of your domestic situation. Removing flexible working for business reasons (which will likely be easy for them to illustrate) is just placing you back to where you are on a par with other staff.

You will struggle to prove your anxiety is caused by your treatment at work. Just because you are anxious about work does not necessarily mean that the employer caused that condition.


(I posted a far more detailed response earlier but you have ignored it).

I appreciate your response and your previous one. I do understand that, and I don't want to go about making any claims (whether or not I feel I have the grounds to is another matter), but I just want to get out of there without detriment to my prospective employment.

I would have evidence, except that they have just removed my access to the server so I can no longer access my inbox which is where the majority of evidence is. Other incidents were verbal.

The removal of flexible working was attributed to change of management and management style.

FBaby

The problem is your DD is not yet officially diagnosed and if you are getting preferable treatment to your colleagues ie. able to work from home or priority on school holidays it might be that some colleagues have complained and the new manager has to show fairness.

My understanding is that flexible working is a privilege something you have a right to request not to demand and can be amended or revoked as long as the reasons for doing so can be justified. Even more so when the agreement was verbal and not ratified through official means.

motorguy

Kinderegg wrote: »

Thanks for your not very helpful advice.

Just because its not what you want to hear, doesnt make it untrue, or unhelpful.

Kinderegg

motorguy wrote: »

Just because its not what you want to hear, doesnt make it untrue, or unhelpful.

And nor are the two mutually exclusive.

Tiddlywinks

Kinderegg wrote: »

I would have evidence, except that they have just removed my access to the server so I can no longer access my inbox which is where the majority of evidence is. Other incidents were verbal.

The removal of flexible working was attributed to change of management and management style.

Are you really sure that you have 'evidence'? What you believe is proof is not necessarily something that is verifiable, impartial etc.

I am not trying to beat you about the head but you need to understand that you're probably not in a position to look objectively at the issues.

Even the reason for change to your working patterns *is* a business driven decision. The new manager reorganised and couldn't see a way to accommodate non standard working patterns. Do you see how there can always be another way to view something?

So - stop dwelling on things that have happened and just look forward.

What do you want to happen? Is your job there viable?

If you want to resign speak to HR about your reference. Cite 'increased care responsibilities' as your reason for leaving. Use that with the job centre too... also referring to the toll on your health as a result of juggling too many balls.

This way, when you are ready to work again, you can honestly say that you took time out to address some family issues.

This may be a blessing in disguise.