Let go from job when pregnant- help!

System

doubled1989 wrote: »

Thanks. I'm only 18 so not experianced and used to this stuff at all. Its new big and scary and I don't like it.

Well you'd better get used to being an adult damned quick if you're pregnant and soon to be responsible for a life because life as an adult is full of all kinds of stuff like this which has to be overcome and your parents can't do it all for you.

custardy

doubled1989 wrote: »

I didn't refuse to do it, I said multiple times after I would which isn't an issue imho and nor was it before I told them either. I am willing

This isnt an optional thing. Your employer has training they wish you to complete.
You even requested training.
Life lesson for the next job

lincroft1710

doubled1989 wrote: »

Wow. That is rude. You know nothing of me and my situation. You just sound extremely bitter for some reason. No idea where the kids come from because last time I checked I had none.

Tip for future reference.

Always check your previous posting history before starting new threads. Your current "circumstances" bear no relation to your situation last year!

custardy

Les79 wrote: »

I agree. I'm currently representing a family member for PT discrimination due to training hours (redundancy situation). VERY similar situation in that they had to do training on a full time schedule, despite being accepted for the new role on PT hours.


It begs the question, does the employer have to accommodate the PT employee, or does the PT employee have to accommodate the employer when it comes to training?


A LOT of people are of the "suck it up and just do it" mindset in that respect, which is fair enough I guess (certainly the easy option and one me or the claimant would take in normal circumstances). But not always practical.


The case I'm representing is a sort of pot shot, but the evidence is fairly strong. I regularly saw situations like OP's in tinpot companies in the past and I absolutely despise how people are treated like that. Alas, this is somewhat offset by the fact that OP is pretty young and has scope to gain much better employment in the future. That being said, age does not mean that she shouldn't be entitled to take action if she wanted.


OP, if you want to take it further you can potentially (I'm not a legal expert in the slightest so don't take my words as gospel):


- Send them a complaint/appeal letter outlining that you feel discrimianted against due to pregnancy and for being a PT worker. State how it makes you feel (angry/upset/whatever) to be treated like that. Offer them workarounds for your training (start by stating that you can train during your CORE hours, then maybe offer extra days/hours where you reasonably can). Finally, under The Part Time Workers Prevention of Less Favourable Treatment section 6.1, you are entitled to receive a written statement within 21 days for the reasons of less favourable treatment (I'm HOPING you have a comparable FT worker, but ignore that for now).... REQUEST this written statement and allude to the fact that you are fully available on your normal PT hours AND you have offered to be flexible, so their initial written response will be sort of insufficient (a non-reply may work in your favour at a later date btw).


- Depending on where you worked, request a Subject Access Request from the employer in relation to ALL the data they hold on you (they can only charge you if "excessive", and 3 months' worth of data probably wouldn't be). Also request internal emails and the likes (even in deleted inbox). If you worked in a pub/bar this will probably be fairly pointless like, but in more office-based places you could unearth quite a bit of info.


- If the above doesn't yeild results, consider starting ACAS Conciliation. This is the sort of negotiation stage where ACAS mediate and speak to both sides. Usually, but not always, results in a settlement offer. Usually AFTER Conciliation you can get a solicitor invovled.


OP, if you win you'll probably be entitled to lost wages but will be reduced quite a lot if you have found alternative work (and you'd be expected to try and find alternative work). It *may not* be cost-effective given you only have 3 months of employment, however the first two steps (before Conciliation) above *may* be enough to force a settlement.


If there's one thing I've come to hate in my 10+ years of employment it is precisely situations like this, where dodgy things happen and not many people challenge it.

Are you seriously advising this 18 year old to go to ET when you have pieced together some case about the training not fitting with their hours?
An employee who has admitted they wont do any training until a month that suits them?
A job they have 'just started'?

doubled1989

Thanks for the advice. Very helpful. And I don't mean to argue with anybody but I see the confusion. As stated by somebody before It is a shared account, this is my first ever time on here. Sorry I didn't realise it broke the rules

TELLIT01

Les79 wrote: »

Did OP refuse to do ANY training, or did OP refuse to accommodate training beyond their PT hours?

In the original post this was said " Also in my 3 interviews I did let them know I am studying and any training they offer I want to do after i finish in July. I was told to go on some the other day to which I said I want to focus on course but do it after." (Sorry I've never worked out how to incorporate a number of quotes from different posts).



There is nothing to indicate that the employer agreed to defer training, any more than there is to indicate the OP accepted that they would have to do the training. Unless there is anything in the contract of employment agreeing to defer training, it would seem the OP has simply assumed it would be OK.
I would say there has been fault on both sides as the employer should also have made it crystal clear that deferring training was not an option.
Despite the entreaties from some quarters to get an employment lawyer involved I would strongly advise the OP to put it down as a learning experience and move on.

elsien

doubled1989 wrote: »

Thanks for the advice. Very helpful. And I don't mean to argue with anybody but I see the confusion. As stated by somebody before It is a shared account, this is my first ever time on here. Sorry I didn't realise it broke the rules

Doesn't really break the rules, but does incline people to think you're a troll if they rummage through last post history, which as you've seen some people do.
If you're planning to come here again, might be worth opening your own account.

Exodi

Could the OP clarify just when they informed the employer when they were pregnant? The two mentions of pregnancy in the first post seem to indicate (or at least how I read it) that they informed the employer of the same time as the training arrangements?

If this is the case then a lot of the advice given is invalid (as dismissal wasn't a knee-jerk reaction of pregnancy) so this really needs clarification. Also it's important to provide time scales because I'm not even 100% sure you're entitled to maternity pay or allowance? Statutory Maternity Pay (SMP) requires 26 weeks of continuous service to the qualifying week (which is 15 weeks before birth) = 41 weeks, or in simpler terms, not being pregnant before starting.

There's a calculator here that would be worth using;
https://www.gov.uk/pay-leave-for-parents