Redundancy during maternity leave
Discussion
Hi All,
I am hoping for some guidance. I have been through a few websites. They seem confusing.
My wife is on maternity leave. We had a baby girl 3 weeks ago. She received a call yesterday from her employers saying her role is being made redundant.
Employers have offered to pay her notice period and also 6 weeks of pay as redundancy. That's a week for every year she's been at the business.
There's no like for like opportunity in her business.
I was trying to work out where she stands on maternity pay, and even if they can do this while she's on leave.
Any ideas?
Regards,
LP.
I am hoping for some guidance. I have been through a few websites. They seem confusing.
My wife is on maternity leave. We had a baby girl 3 weeks ago. She received a call yesterday from her employers saying her role is being made redundant.
Employers have offered to pay her notice period and also 6 weeks of pay as redundancy. That's a week for every year she's been at the business.
There's no like for like opportunity in her business.
I was trying to work out where she stands on maternity pay, and even if they can do this while she's on leave.
Any ideas?
Regards,
LP.
Two roles out of how many though, has she been offered any other suitable roles, or even had a consultation.
She cannot simply be told she is being made redundant, their needs to be a process where she is informed her role is "at risk" then a period of consultation etc
Have they followed the correct process and you are summarising ?
Even if they have done all the right things, the offer doesn't sound overly generous considering six years service.
I would advice your wife to write back stating that with she is considering seeking further legal advice, but would prefer to "go quietly" however feel strong that the offer is low, especially in light of loyal service, aetc etc. Would however settle at 12 weeks plus notice period.
Or similar
He who dares ...etc
She cannot simply be told she is being made redundant, their needs to be a process where she is informed her role is "at risk" then a period of consultation etc
Have they followed the correct process and you are summarising ?
Even if they have done all the right things, the offer doesn't sound overly generous considering six years service.
I would advice your wife to write back stating that with she is considering seeking further legal advice, but would prefer to "go quietly" however feel strong that the offer is low, especially in light of loyal service, aetc etc. Would however settle at 12 weeks plus notice period.
Or similar
He who dares ...etc
Fair enough. It's not pleasant but it is what it is.
They have put her at risk. Ultimately it will result in termination as they offered her 2 roles. One in Eastern Europe and a full time position in Hemel where she works. She currently does 4 days a week as we also have a 4 year old lad too.
I agree, 6 weeks is s
te. I think it's company policy when it comes to redundancy.
Does she get statutory maternity payments or does that terminate when they make her redundant. Is that a negotiating point?
They have put her at risk. Ultimately it will result in termination as they offered her 2 roles. One in Eastern Europe and a full time position in Hemel where she works. She currently does 4 days a week as we also have a 4 year old lad too.
I agree, 6 weeks is s
te. I think it's company policy when it comes to redundancy. Does she get statutory maternity payments or does that terminate when they make her redundant. Is that a negotiating point?
Edited by Lostprophet on Thursday 1st May 18:40
Gargamel said:
It is fairly bad press for a company making someone redundant when they are on maternity, so maybe she could strike a deal for 12 weeks money and notice, in return she will say she took voluntary redundancy.
Trying to blackmail an employee is definitely a great way to ensure future employment opportunities in the industry, great idea 
Gargamel said:
KFC said:
Trying to blackmail an employee is definitely a great way to ensure future employment opportunities in the industry, great idea
You can do a lot of damage to a corporate reputation on social media these days ! (especially with accompanying baby photos......) Why not just behave correctly, as the employer will hopefully do, and if redundancy is necessary, accept it and move on?
I take it then you would never try to negoitiate with your employer, just accept whatever proposal they make, tug your forelock and be grateful ?
I am merely suggesting that given that making pregnant women redundant is terrible PR, the company might be open to an enhanced redundancy payout to avoid any unpleasant conversations.
Blackmail ? Some of you need to chill
Gargamel said:
I take it then you would never try to negoitiate with your employer, just accept whatever proposal they make, tug your forelock and be grateful ?
I am merely suggesting that given that making pregnant women redundant is terrible PR, the company might be open to an enhanced redundancy payout to avoid any unpleasant conversations.
Blackmail ? Some of you need to chill
There is a huge difference between negotiating, and trying to hold them to ransom like you're saying with bad pr, social media, baby photos and such nonsense.I am merely suggesting that given that making pregnant women redundant is terrible PR, the company might be open to an enhanced redundancy payout to avoid any unpleasant conversations.
Blackmail ? Some of you need to chill
If they deliberately get rid of her because she's pregnant then yes its a pr disaster.... but honestly if they're closing an office and one person happens to be pregnant - nobody is going to give a s
t. Yet the person trying to blackmail their way out of the situation.... their name is going to be muck in the industry.Sorry KFC, you have taken a very severe interpration of my comments, and I am not seriously suggesting she march in to work with a list of websites on which she is going to post about what a terrible employer they are.
Simply that any interaction with an employer is a negoitiation. They have offered six weeks redundancy (IE Statutory Minimum)
In light of her circumstances, would they be prepared to offer more ? I think it is worth asking. That then begs the question of leverage, what would the company be getting for the additional money ?
I would say that the answer to that is they get a reputation for treating people fairly, the flip side of that coin is that if they pay minimum, then their reputation perhaps deserves to be called into question.
www.glassdoor.com
Your wife's employer has already decided she is redundant without following any of the protocols? Really?
They must tell her she is at risk and then go through a consultation period. They have not and ultimately would lose a tribunal.
She will have statutory minumum redundancy pay etc.
Also she cannot simply be told there are not other roles for her without everyone understanding what potential roles there are and then give her the opportunity to apply for them.
Local Citizens advice or the company's own HR department would be my first point of call.
They must tell her she is at risk and then go through a consultation period. They have not and ultimately would lose a tribunal.
She will have statutory minumum redundancy pay etc.
Also she cannot simply be told there are not other roles for her without everyone understanding what potential roles there are and then give her the opportunity to apply for them.
Local Citizens advice or the company's own HR department would be my first point of call.
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