Exoverspender
Registered User
- Messages
- 9
I think this is the crucial point, if I understand correctly. So had you been at work you could have declined the transfer to the new location? You could have chosen to remain in your original position and location?What are my rights if any? I understand that things change they need to put me where they need me but if I wasn't on maternity leave this wouldn't be something I would have went for.
The entitlement is to come back to the same conditions as enjoyed immediately before maternity leave. Once this entitlement is observed, there’s nothing to preclude a company from considering future transfers at any time, even while a person is on maternity.if the she delays discussing a clear change in her terms made during her maternity leave she may loose these protections or at least the company may be able to claim that the change was proposed well after her return and had nothing to do with her leave.
Be aware that nothing in your contract has any bearing on your statutory right to return on the same conditions as you enjoyed immediately before leaving on maternity.I am going to request a copy of my contract as first port of call and speak with someone from HR/Employer Relations.
But do "same conditions" necessarily mean same location?Be aware that nothing in your contract has any bearing on your statutory right to return on the same conditions as you enjoyed immediately before leaving on maternity.
The entitlement is to return on terms and conditions that are ‘not less favourable’. A transfer, on return, to a location involving an extra two hour commute is not consistent with this provision.But do "same conditions" necessarily mean same location?
I wouldn't go down this road; just tell them they are in breach of the legislation.reasons for the change, the inconveniences and further stresses this will cause me
if this was proposed while I wasn't on maternity leave I would have declined.
Could you not decline at the recent catch up meeting you had?
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