4 Comments

  1. I was effectively made redundant for being the person who couldn't be flexible, could only do their hours etc. I could have fought it and said that it was discrimination – in fact that was the first question my solicitor asked me, but I didn't have a leg to stand on given my hours were 2 hours more than someone without kids who could flex hers.

    In redundancy everyone should be given the chance to go for what jobs are available and point out whether they're the best for the role (if they're consolidating). In which case, circumstances in theory can't be taken into account, but if the (eg) person with no kids can prove they're more flexible, more willing to do everything then surely they'll be the one to be kept not the ones with kids. That's my experience and understanding in several companies where there've been redundancies (often it's people with kids who take voluntary redundancy because they don't want the hassle, and can see a reason why they'd want to reduce hours and work elsewhere).

    • I'm sorry to hear your were made redundant, I hope this post hasn't bought back bad memories for you.
      I like your idea of people being able to put forward their case of why they should be kept, but in my experience, these decisions are made behind closed doors with no room for employee input and people are just informed of the decision once it has been made. Thanks for sharing your views 🙂

  2. Laura Powell-Corbett

    I think it should all relate to job performance regardless of other factors. It doesn't but it should!! #effitfriday

    PS In Dubai these haven't yet come into effect and I had a job offer taken away when I disclosed I was pregnant…..

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