Redundancy exposed!

BobQ

MrsTinks wrote: »

Should they deny this then merely mention you know there is a mail from x date stating that they are fabricating an artificial situation by not passing you work or duties which was planned prior to the event. That's constructive dismissal.



!

Agree with a lot of what you say but the email is not strictly constructive dismissal. It is only potential grounds for constructive dismissal. While I agree it is a very good ground, it does rely on the OP resigning in order to claim Constructive Dismissal.

But keeping copies of the emails (off the premises ideally) is worth doing as a backup as is keeping a log of all that happens. If copying the emails is difficult I would at least photograph them on the screen. There is no absolute right to confidentiality and since the emails are evidence of an employer acting in bad faith or even illegally, copying them is probably justified. Its not like the OP would be revealing commercial secrets.

Getmore4less makes a good point: why is your manager allowing this? He could presumably contact HR and say, the OP has access to my emails so print a copy and hand it to me in future. Of course he may be doing this deliberately to help the OP.

As the OP reads these emails legitimately maybe another question to ask is whether the firm is doing this to other staff or has done so in the past.

Say the OP's job as a PA to Manager A is affected because his job is being combined with Manager B who also has a PA. Or the decision has been made that Manager A and and Manager B can manage with one PA between them. In each case the firm is obliged in law to have a fair process for deciding which PA is to be made redundant.

http://www.redundancyexpert.co.uk/unfair-redundancy-what-do.html