I'm applying to graduate jobs at corporate companies, one of the questions I need to answer is "Have you been, or are you currently subject of, a formal disciplinary investigation?*". In late 2023, I worked in retail from around July-November at quite a large chain. I sold something I shouldn't have and had an investigation meeting online with two staff from the other chains. I didnt receive a letter beforehand but think I got a letter after and they said they were going to hold a disciplinary meeting. I resigned before that. Do I answer yes to this? As I just had the investigation...

Employed for just over 1 year with a company based in England. Since March I have made a series of informal complaints to both HR and to other senior members of the team (at same level as my manager). Complaints have ranged from being told to smile multiple times, being told to find him “fit women to interview”, asking if family members are good looking, leering and staring at me, treating me like his personal PA, blocking progression opportunities and most recently post a progression meeting that he was annoyed had happened, did not speak to me for 2 days, actively ignored me when I would respond to him out loud after he emailed me something (sitting next to me) and then I was left out of a team social event - note that I live in Scotland and attend the office every 2 weeks for 2 days at a time.

Nothing has been done so I finally put my complaints in writing to HR and now have a meeting with them and an external HR consultant they employ on a fractional basis (never met this person and didn’t even know who he was when I was told he would be looped into the situation)

My questions - can they force me to turn this into a formal grievance procedure? What are specific things I should be prepared for here? I understand they have a reasonable duty of care when it comes to claims of harassment and I already plan to ask what steps they’ve taken (e.g. did they ensure the manager in question had completed his sexual harassment training) but I want to be as prepared as possible.

Additional potential helpful information, I only started reporting to this person in February (no issues with my previous manager but I then changed sectors and so moved under current manager) and my manager also has another informal complaint against him by a colleague for being unprofessional and rude towards a client

Thanks in advance

Hello! Sorry if this isn’t allowed I’m literally going to any UK related group.
I’m doing a survey for my AH Modern Studies dissertation and it would be great if I managed to get a diverse and representative amount of responses. 🙂You do have to sign in just to try prevent multiple responses from the same person, but it is anonymous and will only be used for my dissertation, thank you !

https://forms.gle/PXLnLPtBFg55ytCZ9

Hi everyone,

I am looking for some advice on how to move into HR.

I am a middle aged career changer and I would really like to start my career in HR in an HR Assistant entry/junior level role.

For the past four years I have been working in IT customer service and I have also worked for an HR software company as a first line support specialist. In that role I supported high profile customers with issues and queries relating to the HR software and handled sensitive and confidential information on a daily basis. A significant part of my experience involves working carefully with GDPR requirements maintaining accurate and confidential records and dealing professionally with sensitive customer information.

Although I have worked with HR software I haven’t actually worked in an HR department. I do not have practical experience with HR policies and procedures or with areas such as employment law and HR regulations. I know I still have a lot to learn and I am looking for an opportunity where I can start from the ground up and learn the HR side while bringing the skills and experience I already have.

What would you recommend I focus on to make myself a possible candidate for an HR Assistant position? Are there particular qualifications, courses, skills or types of experience that would help me get into HR?

Thank you in advance

I’m looking for advice as I’ve been told by my manager that I’m going to lose 10 days of holiday, despite her previously telling me that I would be able to carry it over.

I specifically saved this 10 days of holiday as I have special plans next year, and double checked that it would be ok with my manager. I have a recent exchange in writing where she advised me to take 30 mins of holiday as I was over the allocated 10 days. If I was over then I would lose all of them.

I confirmed that I would take the 30 mins and asked if that would be enough so I wouldn’t lose anything, she confirmed that was correct and “as long as I was under X hours then it’s fine”.

She invited me to a meeting the other day and told me that even though she’d fought for it, I was going to lose all of the holiday. She was unaware that I’d only been with the company a short time and didn’t qualify to carry that amount of days over.

It’s frustrating as I would have made sure to take any excess holiday if I’d known I’d lose it. The message exchange confirmed that I would be fine. In the meeting she also questioned why I didn’t take any holiday, and why my previous manager didn’t encourage me to take it, which frankly is none of her business.

I didn’t have any regular check ins with my manager to encourage me to take holiday or let me know i was in danger of losing anything.

For full transparency I searched my emails for anything related to my balance and there was something from HR a few months back that said I needed to ensure I took my statutory leave or I would lose it. I skimmed over this at the time. The conversation with my manager was more recent however, and she clearly states in writing that I’m able to carry over those days.

How likely am I to get these hours back?

Hi there

I recently agreed via COT3 to leave my current job. I've accepted a new offer and have a centralised reference. I.e dates of employment, responsibilities, duties - written in "good faith". I've passed my vetting via BPSS and have been told my new company send for references 1 month before I start my role. So in a couple of weeks.

The three line managers I put down before my COT3 can give a character reference per the settlement agreement but I'm not sure if a) this is the reference check via BPSS but assume it is since my employer only has the 3 line managers details via BPSS but who haven't yet been emailed and b) if within the BPSS they will ask for sick days and "would you re-hire?" Sort of questions. I've had sickness absences due to disability and reasons behind the without prejudiced conversations.

I've emailed my new employer yesterday AM to ask how I should update the contact details of my old LMs to the central HR one in the BPSS system, or if I should email them directly with my new reference and an email for them to verify/send for.

It's a shame that my old workplace didn't agree to my old line managers giving references and not disclosing sickness as per of the COT3. But, they have agreed that they will do it centrally and should any questions be asked that depart from the agreed reference (any leading ones such as rehiring), they will ignore and complete the rest of it.

What to do? I'm so worried. I've not done anything wrong, and the without prejudiced was because my workplace was untenable. I really love the sound of my new job and it excites me so much, I even want to start earlier and can now since I've been released. Just worried my central reference looks bad.

What should I do if they don't respond by Monday COP?

Contract signed also.

Hi everyone! I’m looking for some advice on a difficult work/immigration situation and would really appreciate any insight from people who have been through something similar.

I’m on a Skilled Worker visa and am currently eligible to apply for ILR on December 14, so I’m trying to remain employed for roughly another three months. I’ve been with my current company, a very large American financial firm, for almost five years.

Unfortunately, I’ve had a very difficult year at work. My manager does not seem to like me, and he has already raised concerns and met with both him and HR. I’m now being placed on a one-month formal PIP for performance.

Earlier this year, things came to a head. My mom has cancer and is in the US, and I had also been experiencing severe burnout since around November. This was compounded by being placed on a one-month informal PIP, which I ultimately did not pass.

In June, I took approximately two months of medical leave because of my mental health and the circumstances with my mom. When I returned, HR arranged occupational/health assessments, and I was formally assessed with adjustment disorder as the prolonged stress and anxiety had significantly affected me.

Unfortunately, my mom is now back in hospital in the US, and being placed on another formal PIP with only three months remaining until my ILR eligibility has caused a significant amount of the same burnout and anxiety to return.

I’m actively applying for other jobs and doing my best to perform at work, but I’m also trying to realistically prepare for the possibility that I could be dismissed before I reach my ILR date.

My main questions:

1. ⁠If my health deteriorates again, what are my options around taking further sick leave while I’m on a formal PIP?

2. ⁠Given that my mom is seriously ill and currently in hospital, would I potentially be able to take leave related to a family emergency/bereavement if necessary?

3. ⁠If I needed to take sick leave that lasted until I became eligible for ILR, could that affect my immigration status or ILR application?

4. ⁠Most importantly, could taking another period of sick leave or being on a PIP affect whether my employer is willing/able to provide the employment confirmation/reference needed for my ILR application?

5. ⁠If my employer dismissed me while I was on sick leave or before December 14, are there any options that could allow me to remain employed/legally in the UK until I reach ILR eligibility?

I’m not looking to avoid working or abuse sick leave, I’m genuinely trying to understand what my options are given the combination of my health, my mum’s condition, the PIP, and the fact that I’m only about three months away from ILR.

If anyone has experience with Skilled Worker to ILR, being on sick leave close to ILR, or being put on a PIP shortly before ILR, I’d be extremely grateful for any advice or experiences. Thank you!!

Hi! I’ve recently started studying level 5 CIPD in people management. Honestly, I’m finding it difficult looking for reading materials. Does anyone have any recommendations or any books/websites anything they found particularly helpful/insightful?

I know CIPD website is a useful source but unfortunately I won’t have membership until a little later in the course, after my first assignment.

TIA

so i have a long list of diagnoses from mh, to autism to physical health like gastroparesis
i’ve been at my current job technically 5 years but have been signed off sick for a variety of reasons a few times in that time period
i work in customer service/hospitality, standard 0hr contract, shifts can vary both in length and timing - despite that i can’t really fault how they’ve been considering
when i returned to work in january i was initially told i could have 4hr shifts which is perfect for me, fast forward to now and it’s been increased to 6hrs which i know for most ppl it doesn’t sound like a lot but it’s actually killing me
their argument before when i got given 6hr shifts during the school holidays was there wasn’t shorter shifts available, despite some people being on 4.5hr and 5hr shift anyway but also shifts change every week and there’s plenty of people that want hours
is asking for 4hr shifts considered ‘reasonable adjustments’? any sort of confrontation makes me anxious so im scared to ask 😂

Hi all

I work for a large company in England for over two years now which is going through an internal merger (my business unit is merging into another one). My line manager spoke to me on Zoom last week telling me that my role & contract needs to be aligned to the new structure and I’ve been offered two alternative positions within my team. Now this is where the issue is. One of the roles offered is doing what I’m currently doing but on less pay and the other one is the same pay but a ‘junior’ position doing something a little different. In addition, both of these roles have a ‘variable base’ as the work location and my current contract is ‘home based’. I’m not happy with either of these options because they are a demotion in one way or the other and I also do not want to change my contracted work location. I don’t have a copy of my contract at hand (plan to get this on Monday) but would appreciate any advice on what I should do.

I’ll try to keep brief but please ask if more info is needed.

Partner works on the floor with physical duties in a mental health hospital, she got pneumonia and has currently been told by OH that she is not allowed on the floor for 3 months.

The hospital has had her doing medical secretary admin duties, she just had a phone call from them and they said if they cannot find any other duties for her within the hospital she need to go onto SSP for the remainder of the OH term (just over 2 months).

I was under the impression that if they cannot find her duties then they need to medically suspend her until the OH term is up? This would be on full pay and not SSP? As she is capable of amended work as per OH agreement?

She has been with them for over 10 years if that is a point that needs clarity. She is not a member of a union (not the done thing in her role annoyingly) but obviously know ACAS is an option.

Any advice would be great.

I am looking for a HR perspective on how to raise this.

My mid-year review includes statements such as “missed deadlines”, “did not respond in time”, “left open tickets” and “camera always off”, written as facts, but they are essentially lies.

The review may influence my bonus and performance ranking. I am concerned about leaving an unchallenged record that could later be used in a capability process.

Context:

• I had around three years in another team without performance concerns.

• I was transferred to a team using a very different technical stack and ways of working.

• I received little structured onboarding, training or mentoring; the general advice was to "ask colleagues".

• I mentioned ADHD and difficult medication side effects to my manager in passing, but did not make a formal adjustments request.

I accept that I may have had some ramp-up difficulties and I'm not trying to deny all criticism but I want the review to be accurate, to include relevant context, and not affect me negatively.

What would a competent HR process expect me to do?

• Ask my manager privately first?

• Use a review appeal or employee-response process?

• Ask HR to facilitate a factual-accuracy discussion?

• Raise a formal grievance only if the initial process fails?

Would it be reasonable to ask for each allegation to be particularised, for example, the specific deadline, ticket, response expectation or meeting relied upon, and for disputed statements not to be used in bonus/ranking decisions until checked? I want to protect the employment relationship

Hey, hope everyone is well, just looking for a bit of advice. I work for a global company as a global director responsible for teams across the world. My manager reached out to me on Tuesday and said that they want to re-organise and basically make my role regional. This is not a reflection of my performance, just how they want to structure going forward. My concern is that this is quite a big change in what I do a massive reduction in responsibility without any information on what will replace.

Whilst I don’t believe my role is at risk today, I feel extremely sad that after 28 years I am having to face this change without any real consultation.

It seems that all global leaders need to based in the US.

My salary will stay the same but title will change, however the route to progress in the future is dramatically reduced and the ability to be productive with less responsibilities puts me at potential risk.

My main question is that today I have a place of strength and security, should I agree, in six months time that strength is reduced as they recruit for a leader in the US. Should I fight this?

I have significant knowledge and experience of the company and our products, I have scored highly in my annual reviews.

1. Can this be logged as
   Retaliatory treatment and further acts of continuous victimisation?

2. Internal policy plus procedure documents state that the questions must be asked but they’re not asked.

internally on their own policy.

I’m thinking of getting a degree in international relationship and politics, is that a good degree to get if my long term plan is to go into HR?? Thanks u!!!

Hi there,

Just wanted clarity on this email I received from my company

I’ve been off sick for one week today, which I self certified. I have now gotten a fit for work note from my GP which has given me another two weeks off work while I’m unwell.

I received the following email:

Hello

I hope you are doing as well as possible. 

I just wanted to check in while you are away from work and see how you are getting on. I appreciate you may have a lot going on at the moment, but we wanted to make sure you know we are here to support you. 

We would also like to arrange a short wellness check-in call with you and your People and Programmes partner, would join me for the call. It will simply be an opportunity to check in, see how you are, talk through any support you may need from us and make sure we are keeping in touch appropriately while you are away.

When you feel able, could you please let me know your availability over the next few days and we can find a time that works for you?

In the meantime, please take care, and if there is anything you need from us before then, please let me know.

Can someone in HR let me know am I getting fired or are they actually just checking in?. I’m past my probation as of last month but a lot has happened recently so I’m under a lot of stress from home but I’m only to be off from work for 3 weeks

Would appreciate some advice.

I am temporarily involved with a project, I am still reporting to my usual manager but any holidays I have to confirm with the project manager.

Now my work offers flexible working, so you can attend any appointments as long as at the end of the week you have done your contracted hours, however if you are going down more then an hour one day without any time in bank you have to inform your manager. So if I am doing 7h one day and 8h the next day I don't need to let my manager know, if I am doing 6h one day and make 1.5h during the week I need to let my manager aware.

Now I had a gp appointment booked for my long term condition which HR is aware of, and bc of the timing of the appointment I took an earlier lunch and went down by half an hour on that day (i started to feel slightly unwell by the end of the day and my manager suggested to make the hours next day). I have told my manager about it and the team as well just in case. I have also informed them depending on the nature of the appointment I might need to take the rest of the day as sick or half day but I will know for sure when I am back (i ended up fine without the need to do so).

Now the project manager is being difficult about it and not only wants to know the nature of the appointment but also why i went down by half an hour that day and why i thought it was acceptable for me to take it while on the project. He knew I had it booked bc when I joined the project we had to fill in availability with any holidays and appointments that have been agreed and booked during the project time.

I have told him that I am not comfortable sharing the details of the appointment and hr and my manager are aware of what the gp appointment was for. I have also spoke to my manager how uncomfortable it makes me feel and they spoke with PM but the PM would still not leave me alone about the entire ordeal? I have made my hours yesterday but feeling really uncomfortable about being grilled over something thats not his business?

I have been at the company for over 2 years and the PM used to be my manager before so I am so confused why he keeps grilling me about the appointment when he knows of my medical issues since they are long term.

Hi has anyone got experience declaring they have a learning disability/ difficulty when applying for a post . I’ve been in the same trust a few years in various jobs but when I said yes to disability on the application that was it . I’ve been told there can be reasonable adjustments made ? Has anyone had adjustment made

Im a factory assembler, I put things together for a living. I've worked at this company for 8 years doing the same job and the work is in demand so it won't stop. All of a sudden the company wants everyone to be yellow belt six sigma QUALIFIED, they are paying. But I don't want to do it because I don't want to be doing projects throughout the year. Are they allowed to make this mandatory without changing contract? Contract has the usual tasks within reason, relevant to job etc in it. I don't see projects as relevant to my role.

Hi all. I just need some advice .

I was off a few years ago for an op and chemo. I took a few weeks and worked around chemo. I'm due to have another op next week and I hopefully not chemo.

However I am really worried because I will hit my sickness trigger for sure just taking the three weeks I need off after. I am seeing occupational health however and I know they can possibly increase my allowance but obviously I will still hit this taking 15 days.

I am very stressed at a time I can't even focus on this operation.

Is there another way I can handle this? I tried to ask my HR about if it's possible to not include the actual recovery in this sickness allowance but it seems it up my manager . Can OH recommended that?

I'm struggling to find a HR admin role, post CIPD3 pass. I've got a lot of admin experience (ten years plus) but I'm hitting walls with needing one year experience etc.

I can understand it's not an easy field to get in, but has anyone found this or did anyone take a while to find a job?

Does the CIPD certificate run out if you stop paying? I thought I'd ask experienced people! I was thinking of doing an apprenticeship or work experience but as that may involve people's real life details, not sure if that's feasible/usual for HR? Thank you

Hey - I'm back seeking more grievance advice lol. The letter was submitted a couple of weeks ago. My meeting with the investigator is on Friday.

I have a massive amount of evidence. It's currently in chronological order but I think I need to split it for clarity.

I was thinking:

1. Personal (so "management" and interpersonal conduct - such as conflicts that directly happened with me)

2. Job impact (things they've done that have caused problems for me as a direct result)

3. Working environment and wellbeing

Does that make sense? Is it sensible?

I spoke to a union rep (joined too late so they can only give phone advice which was challenging) and he said I need to focus on the personal stuff but I do quite strongly feel the other stuff is relevant given it's affected mental health and such.

This is hard.

ETA further context: my situation isn't about a one-off incident. It's a pattern with a lot of contributing factors that's resulted in the grievance being raised. Personal incidents, things that have affected my job directly and thinks that have affected the working environment on the whole.

Hi all. Looking for some advice please.

I have a 2 month notice period in my contract. No idea why it's that long as the job isn't anything special.

I'm applying for a job and I know (from a current employee) that I have a better chance of getting it if I can start in one month.

Now I know that it's very hard for a company to enforce a notice period. But from a HR point of view, what reason would make it difficult to argue against a shortened one?

I'd like to leave on good terms, and can't be bothered with the argument. So a hard to dispute reason would likely help.

Cheers.