Thanks for this read! I work in HR (currently on mat leave). Unfortunately I think large employers are quite happy to offer a settlement agreement when the woman resigns claiming constructive dismissal, knowing this is less “hassle” for the employee compared to taking it through to a claim at a tribunal, so they will likely take the offer. Companies seem prepared to take these risks, over being openminded to offering flexibility…
I’m hearing stories of part time requests being declined which is scary - even though a judge would assess whether a company declined such requests fairly & if there was another reasonable workaround they could have managed (taking into account the size of company or nature of the role etc). Workarounds such as a job share or redistributed workload.
Im certainly not feeling hopeful for my career moving forwards now that I’m a mum, with black and white statistics like these.
You’re so so right, and often to take the risk and battle it out at tribunal would leave a mum at huge financial risk alongside the mental anguish of fighting that, so so so much needs to change! 🩷
These stats are why I feel I need to go full throttle when I go back to work in a week… BUT my baby currently has tonsillitis, is teething, has never slept through the night and is currently not even sleeping for more than 10 minutes a at a time. So going back to work and smashing it might result in me quickly losing what’s left of my mind. What am I supposed to do? How do other mums manage???
Do not go full throttle, be KIND to yourself - this is only my opinion of course, but I would make sure you have a gradual return if you can (use/edit my 12 week plan so you can have a tangible growth/go back plan to show your employer), have everything in writing from flexi work requests, any changes that have been made to your role and make sure your contract is up to date. Ease back in, just do not ignore warning signs. xxx
Thanks for this read! I work in HR (currently on mat leave). Unfortunately I think large employers are quite happy to offer a settlement agreement when the woman resigns claiming constructive dismissal, knowing this is less “hassle” for the employee compared to taking it through to a claim at a tribunal, so they will likely take the offer. Companies seem prepared to take these risks, over being openminded to offering flexibility…
I’m hearing stories of part time requests being declined which is scary - even though a judge would assess whether a company declined such requests fairly & if there was another reasonable workaround they could have managed (taking into account the size of company or nature of the role etc). Workarounds such as a job share or redistributed workload.
Im certainly not feeling hopeful for my career moving forwards now that I’m a mum, with black and white statistics like these.
You’re so so right, and often to take the risk and battle it out at tribunal would leave a mum at huge financial risk alongside the mental anguish of fighting that, so so so much needs to change! 🩷
These stats are why I feel I need to go full throttle when I go back to work in a week… BUT my baby currently has tonsillitis, is teething, has never slept through the night and is currently not even sleeping for more than 10 minutes a at a time. So going back to work and smashing it might result in me quickly losing what’s left of my mind. What am I supposed to do? How do other mums manage???
Do not go full throttle, be KIND to yourself - this is only my opinion of course, but I would make sure you have a gradual return if you can (use/edit my 12 week plan so you can have a tangible growth/go back plan to show your employer), have everything in writing from flexi work requests, any changes that have been made to your role and make sure your contract is up to date. Ease back in, just do not ignore warning signs. xxx
Love your 12 week plan! Thank you, I love how you’ve set up a community of working mums, it helps so much xxx