Tweet
Hi,
I would be really grateful for any thoughts on my current situation.
One of the business branches of the company I work for is being sold to another company. As a member of support staff for the business being sold I have been made 'in scope' which means that I will automatically move to the new entity. The acquiring company has already announced there will be a significant number of redundancies when it takes over.
In addition, a new organisation chart was recently issued by the acquiring company and my job function is not shown on there. I have also been given the nod by my current manager that my role is likely not to exist, on the basis of a conversation he had over dinner with his equivalent at the new company. This means that when the business transfers in the summer, with me at that point automatically transferring to the new company, that I will subsequently almost definitely be made redundant.
In the meantime, my current employer has a vacancy for a role at my level for which I would be a strong candidate as it closely fits my skillset and experience and is interviewing external candidates. I have also consistently been a high achiever in terms of annual reviews etc. However, when I mentioned to him that I was surprised I had not been considered for the role as it was a good fit for me and the rest of the team were keen for me to be put in the position, his response was a vague 'Oh, I couldn't do that.'
The impression I got was that he wanted to a) hire someone new who is his 'own person' (rather than keep someone who was already there when he arrived) and b) is going to use the non-poach clause of the acquisition deal as the reason for not including me in the process/giving me the new role.
What I was wondering is whether is any obligation on my current employer to offer me a chance to interview for the role before offering it to external candidates and if they, don't whether this will give me leverage with the acquiring company in terms of any redundancy package they offer me, or whether because they are my new employer and weren't responsible for the recruitment for the role with the existing company that I won't have a leg to stand on legally?
Many thanks for any advice you can offer.
I would be really grateful for any thoughts on my current situation.
One of the business branches of the company I work for is being sold to another company. As a member of support staff for the business being sold I have been made 'in scope' which means that I will automatically move to the new entity. The acquiring company has already announced there will be a significant number of redundancies when it takes over.
In addition, a new organisation chart was recently issued by the acquiring company and my job function is not shown on there. I have also been given the nod by my current manager that my role is likely not to exist, on the basis of a conversation he had over dinner with his equivalent at the new company. This means that when the business transfers in the summer, with me at that point automatically transferring to the new company, that I will subsequently almost definitely be made redundant.
In the meantime, my current employer has a vacancy for a role at my level for which I would be a strong candidate as it closely fits my skillset and experience and is interviewing external candidates. I have also consistently been a high achiever in terms of annual reviews etc. However, when I mentioned to him that I was surprised I had not been considered for the role as it was a good fit for me and the rest of the team were keen for me to be put in the position, his response was a vague 'Oh, I couldn't do that.'
The impression I got was that he wanted to a) hire someone new who is his 'own person' (rather than keep someone who was already there when he arrived) and b) is going to use the non-poach clause of the acquisition deal as the reason for not including me in the process/giving me the new role.
What I was wondering is whether is any obligation on my current employer to offer me a chance to interview for the role before offering it to external candidates and if they, don't whether this will give me leverage with the acquiring company in terms of any redundancy package they offer me, or whether because they are my new employer and weren't responsible for the recruitment for the role with the existing company that I won't have a leg to stand on legally?
Many thanks for any advice you can offer.
Comment