Hi all. I’ve worked at the same place for nearly 5 years. I have recently (following a takeover) been given a new line manager. Unfortunately the new company doesn’t seem to be as supportive of my work adjustments that the old company made.
I have been asked if I can change hospital appointments.
Told if I did more exercise I would feel better.
Had my 2 days off split into a Thursday & Saturday.
Been told her old line manager had it worse than me & she manages to do more.
They just seem to be doing everything they can to make me leave!
Any support or suggestions welcome 🙏
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Rachel43
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Hi Rachel, sounds like you need some legal advice. Are you at risk of redundancy two years after the takeover? (I've forgotten the name of the law, TUPE maybe?). The CAB might be a good starting place.
In the mean time, remind your boss that constructive dismissal could cost the company a lot of money.
Keep very careful notes of every 'off' comment, every time your appointments have to be changed, every time your manager makes your life difficult. This is bullying! JenniferW has made some excellent points and they are well worth following up. I'm sorry your new manager is behaving so badly.
This is excellent advice! Keep a record of every comment made, with dates and times, they were made..it's so powerful if ever needed if things come to a head. It sounds to me like you are being discriminated against.
Great advice from above. Are you in a Union? The last thing you need is being targeted at work, you probably feel bad enough already. I am so sorry to hear you are going through this - some people have just no idea.
I’ve just gone back to work on a phased return as my old medication stopped working & I have now been given a new medication. I’m also waiting foot surgery as one of my toe joint’s has pooped out.
I’m finding it really exhausting been back on reduced hours & I want to change my permanent hours but being told I can’t be a team leader if I do that.
Speak to ACAS. I can understand their reluctance for a team leader to have reduced hours unless there's cover for the remainder. Perhaps suggest a job share? Definitely keep a full record of who said what, when and where. To comment how much better someone works who is 'worse' than you is ridiculous and bordering bullying! They do not have access to medical records and I assume are not fully medically trained. Stand your ground as you have the right to a gradual return to work.
They could well be correct about the team leader role. If the business demands that the role is full time, the employer has every right to turn down your request. Work with them to find a compromise that will work for both of you. It’s not easy though and you’re bound to be feeling unsettled and anxious
Try acas. I notice someone put a link for them above. I had a holiday dispute a number of years ago and they sorted it with one phone call. They really know their stuff.
Begin sending our your resume ' to other companies . Do not stay where you are not respected or treated well . All it will do if you stay is make you feel unappreciated, upset and depressed.
it’s not that easy from my experience with history of abscence leave, trying to manage symptoms/avoid flare up whilst going through job applications/ rejections/interviews & then the impact of a new job to lean & adjustment to a new community, new people,processes & systems. Too much for some of us. Also, from past experience, sometimes it’s not any easier with another employer!
Really good advice already given, please keep notes of everything that's upsetting you in this situation and if others have their days off split. Really sorry you're in this situation it makes working miserable.
Ok, I’m going to speak from an employers perspective as an employer.
If you were TUPE across, as I expect you were, your terms will also be carried across.
This sounds as if it’s very recent, so I’d have an informal chat with your new line manager if possible and tell them how RA is and the effects it can have on you. But try to avoid self pity as that will only wind someone up. I’m sure they’ll understand. I feel it’s important to keep things amicable with your line manager as when that relationship degenerates, it never ends well.
Ask if you can speak to an occupational health consultant. It’s unlikely unless it’s a big organisation they’ll have one of their own, but most businesses will be able to contract an ad-hoc appointment.
Please don’t consider constructive dismissal as it’s pointless. It takes a very long period of prolonged bullying and intimidation to even be accepted by ACAS for a tribunal. Even then, only 5% of cases are successful.
If it’s a job you love, communication with your line manager is so very important here. If you’re not really that fussed about it, it might be better to keep an eye out for something else.
I would checkbthe company blurb, for instance most vompanies have a document stating they would t tolerate direct or indirect bullying, we had to take test at Capita every year on this subject. Next record daily what's said or implied, once you have enough evidence then go to HR and start a grievance complaint, good luck.
2. Consider if your your new line manager is tactless rather than malign - some people find illness in others uncomfortable and make inappropriate remarks that they think are helpful.
3. Keep your spirits up! Look at alternatives. It might be a new beginning....
Can't offer any more advice than has already been given. My MD is a pain. If he rolls his eyes one more time when I have to mention I have a disability I won't be responsible for my actions. I've taken the decision to start looking for another job.
If you like you say, you think they are trying to get rid of you, are they doing this to anyone else? If there has been a take over they might be trying to get their own people in. It might not be personal. I've seen it done where I worked years ago. Some folk just left. I refused to be bullied and I got a few £k redundancy.
lots of good replies here. Think about what you want get that clear in your head. Then make sure if need change at work you know the rules ACAS fab in explaining the dos and don’t. Then start talking. NRAS have some great employer leaflets too I emailed them to my employer when I got a few off comments.
You might want to raise your concerns with HR as you have a protected characteristic and your boss could be verging on disability discrimination. Your boss may genuinely not understand the condition. As someone has already said, you need to keep a note of everything with times & dates. Obviously, keep copies of any e-mails, in case they suddenty "disappear" from your in-box.
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