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Good afternoon,
My wife is working for the same company for over 4 years right now. She is now on maternity leave until mid-April followed by a month of holiday. She is employed as an Inventory Support and she works with the Stock Manager in her department. The whole company is divided between more or less 10 different departments, which structure is the same as hers – Stock Manager(s) and Inventory Support(s), as some departments are bigger. Currently we have been informed by one of our friends who works on the same position in a different department, that the position is going to be cut across the whole company. She has the logs of her first consultation, that proves it has been said but she should not be informing anyone about this. However, my wife has been informed, that her role is a key role and she is safe until January, when the whole situation will be reviewed again (Our company is busier until the end of Christmas).
I am not sure, if I understand Regulation 10 of the Maternity and Parental Leave Regulations correctly but I believe if she has been given a notice of possible redundancy during the Maternity Leave, she should be offered an alternative role before any other person (apologies if I am completely wrong). The whole thing looks to me like they are keeping her job safe for now just to avoid offering her alternative job now (other Inventory Supports are encouraged to apply for a few roles, including Stock Manager role in one of departments), as then they would need to arrange a cover for this role anyway. In January we are pretty sure that there will not be any alternative role available, so she might be made redundant then.
I wonder if there will be a chance of questioning the potential redundancy in January then, or is it a better idea to contact HR now. What might be a proof, that her role is not a key role at the moment, is the fact that no one is covering her role during her leave (Stock Manager is working on her own). Is what company doing legal and would you rather suggest waiting until January (if it isn't), or contacting them now?
Thank you Everyone for any help.
Best regards.
My wife is working for the same company for over 4 years right now. She is now on maternity leave until mid-April followed by a month of holiday. She is employed as an Inventory Support and she works with the Stock Manager in her department. The whole company is divided between more or less 10 different departments, which structure is the same as hers – Stock Manager(s) and Inventory Support(s), as some departments are bigger. Currently we have been informed by one of our friends who works on the same position in a different department, that the position is going to be cut across the whole company. She has the logs of her first consultation, that proves it has been said but she should not be informing anyone about this. However, my wife has been informed, that her role is a key role and she is safe until January, when the whole situation will be reviewed again (Our company is busier until the end of Christmas).
I am not sure, if I understand Regulation 10 of the Maternity and Parental Leave Regulations correctly but I believe if she has been given a notice of possible redundancy during the Maternity Leave, she should be offered an alternative role before any other person (apologies if I am completely wrong). The whole thing looks to me like they are keeping her job safe for now just to avoid offering her alternative job now (other Inventory Supports are encouraged to apply for a few roles, including Stock Manager role in one of departments), as then they would need to arrange a cover for this role anyway. In January we are pretty sure that there will not be any alternative role available, so she might be made redundant then.
I wonder if there will be a chance of questioning the potential redundancy in January then, or is it a better idea to contact HR now. What might be a proof, that her role is not a key role at the moment, is the fact that no one is covering her role during her leave (Stock Manager is working on her own). Is what company doing legal and would you rather suggest waiting until January (if it isn't), or contacting them now?
Thank you Everyone for any help.
Best regards.
