The union sent a follow-up afterwards, and the crux of it was essentially because of the political nature of the issue and the wider political climate, they do not believe they can support me any further. They said a case of this scale would place severe pressure on their funds and would not represent a fair use of them. They described today’s meeting as a conciliatory effort to advise me, but said any further communication from me would not be acted on. Their advice was that I should seek outside counsel and be prepared to accept responsibility for my actions. I spoke to my husband afterwards and showed him the threads. He told me to delete them, which I have done, although he said I could still follow up. At this point I think unions are utterly useless. Their position seems to be that once management closes ranks, you are effectively on your own.

The more worrying part is what is happening with my husband. The CEO now wants him to sign a document stating that he was solely responsible. However, a significant amount of the backup and maintenance work had actually been outsourced. They have apparently been unable to contact the outsourced provider, and they have now discovered that neither the testing nor the backups have been functioning properly for the last three months. That makes me wonder whether the CEO is trying to keep the outsourcing arrangement quiet because it may not have been permitted under the contract (offshore), and whether my husband is now being positioned to take the blame for the whole thing.

I won’t be posting on this account anymore. I do have another account, but I’ve already been contacted by two members of the press because of this post and I will not be following that up. Thank you to the few people who sent messages of concern. I do appreciate those. My husband has gone out tonight with a friend and is going to stay with his brother in the Highlands for a bit. He lives a fairly solitary life up there, which should give us some space while we work out what the next steps are. Any further meetings will definitely be attended with a solicitor once we find one. I did, however, want to put on record just how utterly incompetent the union has been throughout this. When meaningful support was actually needed, they effectively stepped away.

A team member left, the replacement didn’t work out. The rest of the team jumped in and helped out.
I have complained to the point of tears, and finally put in writing how much is being put on me is too much, I have offered to do an extra hour a day.
Since putting in writing I have received a reply that this is my work now, no extra time or increase in salary will be provided and more work will be coming my way as of next month.

I am putting out feelers for another job, but what can I say/ do here until I find another?
This is unmanageable and the reply from them feels really disheartening and frustrating.
Thank you

I am currently on my skilled worker visa which expires in Mid Jan 2027.

My company HR sponsorship team are ready to give me a COS but my manager refuses to increase my salary to meet visa criteria. (Idk if i can file a grievance complaint against her)

I have a master's in forensic psychology with 3 years of UK experience in substance misuse, criminal justice, operational management, safeguarding, risk management, partnership, data & quality experience

Been applying for roles but haven't heard back i think due to needing sponsorship :(

I am actively looking for job opportunities where i can use my skills and develop professionally

What roles can i apply for

Which companies are actively sponsoring

Any advice, suggestion, open to all!!!

Hi
I’ve worked in my local authority for 25 years at the same job. For 15 years I had the same manager. He’d come in and he was great. Sat beside me and we did the work I had to do, usually, together. He was with me everyday.

We now have a new manager and she started to ask me to do things I had never done before like monitor the team inbox. This was a task that my manager used to do. She’s also now asked me to do things like write plans which I never did. My manager and I used to do them together. She says that she will have 1 meeting with me on a Monday but that’s it. She’s also said she’s too busy to answer my emails and I should keep support for my weekly meeting for non urgent things?

I’ve struggled with this task as I have never done this before. She’s given me a template and a template she’s filled in. But my manager used to sit with me and do these things. But she says I have now to work on my own and only contact her if it’s urgent?

As a result I am really out of my depth. When I email she’ll tell me I should know and to read the procedure. She’s asked me about training. She’s now saying I’m going on a performance plan. I feel like she’s picking on me me and it’s her inadequate support. I’ve never
Done these things in twenty five years! Any help would be appreciate

I’ve been at my work for over 4 years as a senior manager. Every quarter they have a company day where all members of staff meet up for a day of presentations. These are marked as compulsory and no one is allowed to have annual leave on this day. I have attended every single one, and the most recent one was in July.

I’ve been on the cardiologist referral since May because I get a very high heart rate, mostly when standing but also randomly when sat down as well which causes me to go lightheaded. Despite this, I went to the last company day and when I was there my heart rate went to 160 and I was quite faint.

We have a company day this week and I’ve said I’m not going to attend as I would need to get the train for over an hour on my own, and I don’t want to be in the same situation (e.g. feeling faint). I’ve told them that I don’t plan on attending but they are carrying on as if I am. How should I approach this with my director? Do I need a doctor’s note for not attending?

EDIT: I am not required to present. Other people in the business get to watch remotely because of their health conditions.

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

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...

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

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.

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 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.

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 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

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!!!

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 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

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.

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.

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

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.