Your browser isn't supported
It looks like you're using an old web browser. To get the most out of the site and to ensure guides display correctly, we suggest upgrading your browser now. Download the latest:

Welcome to the MSE Forums

We're home to a fantastic community of MoneySavers but anyone can post. Please exercise caution & report spam, illegal, offensive or libellous posts/messages: click "report" or email forumteam@.

Search
  • FIRST POST
    • chilek
    • By chilek 10th Jun 19, 11:32 PM
    • 1Posts
    • 0Thanks
    chilek
    swiching from part time to full time
    • #1
    • 10th Jun 19, 11:32 PM
    swiching from part time to full time 10th Jun 19 at 11:32 PM
    Hello,
    My company announced closure a few months ago and I am on maternity leave.
    I went to maternity leave when i was on a temporary part time position so receiving salary according to part time pay.
    I will return to work part time but my employer wants me to increase hours in " reasonable time" to be eligible for full time redundancy pay.
    I have 2 questions:
    1)Can someone explain me the definition of "reasonable time"?.IS there a legal explanation for "reasonable time"? EG: Can I switch to full time position 6 months before redundancy and receive full package?
    2) I worked 3 years in total as part time, Will this be included in the redundancy pay calculations?

    Many thanks
Page 1
    • getmore4less
    • By getmore4less 11th Jun 19, 4:43 AM
    • 36,258 Posts
    • 22,323 Thanks
    getmore4less
    • #2
    • 11th Jun 19, 4:43 AM
    • #2
    • 11th Jun 19, 4:43 AM
    IS there a legal explanation for "reasonable time"?
    For statutory redundancy there is.
    It is based on statutory definition of "weeks pay" which for redundancy is a defined as the "calculation date"


    2) I worked 3 years in total as part time, Will this be included in the redundancy pay calculations?
    makes no difference it is based on the pay at the specified date.

    There are some rules on how you establish the calculation date but for many it is the date of notice but can be different if notice periods are longer than statutory notice or PILON is involved.

    You need to ask them what they think is reasonable as that is possibly different to the law.

    6 month should be plenty but could be a lot less.

    One factor is who is saying go full time, can they be overruled?
    some companies when they know there are redundancy coming put a freeze on changes like that which up the compensation.


    how does the timing of the closure fit with the maternity dates, are they hinting go full time before you come back to work.
Welcome to our new Forum!

Our aim is to save you money quickly and easily. We hope you like it!

Forum Team Contact us

Live Stats

1,800Posts Today

7,783Users online

Martin's Twitter