I was delighted to help my client with her claim for sex and maternity discrimination against her employer.
My client was a lovely lady who had returned to work following a period of maternity leave. She had a job she loved and had been looking forward to going back to work. She had requested a change in her hours which her employer’s Human Resources Department had been happy to agree.
Unfortunately, what had been agreed with the company’s central office had not been properly communicated to my client’s Line Manager. He referred to himself as ‘old school’ and expressed his unhappiness with the working arrangements my client had agreed. He insisted upon my client working the same hours she had worked prior to her maternity leave. Attempts to reason with him were unsuccessful and providing written evidence of the changes agreed with Human Resources was, in his words, ‘irrelevant’.
My client got Human Resources involved. Unfortunately, rather than supporting her, they withdrew the agreed changes to her hours of work and supported the Manager. My client was simply unable to continue working for her employer. Even if she had wished to do so, she did not have the childcare arrangements in place which would enable her to return to work for the hours her manager wanted. She explained this to her manager who became abusive and subjected her to a lecture on why, in his view, no one should employ women.
When I first met with my client she was in a state of some distress. She explained that she really did not see a way of returning to work for the company. Apart from anything else, the behaviour of Human Resources in reneging upon previous agreements and siding with her Manager left her concerned as to the future. She had no trust and confidence that she would be able to continue working for the company. My instructions were therefore straightforward, I was to obtain the most advantageous compensation possible and obtain the best reference I could so that she could find a position with a new employer.
Unsurprisingly given the circumstances of the matter, negotiations did not take very long. I managed to achieve a compensation package which has enabled my client to take a year off to spend time with her new baby. She was delighted and I was very happy to have helped.
If you are experiencing problems at work, call me for a free telephone consultation on 01522 440512. Alternatively, for more information about Lincs Law Solicitors, please visit our website at lincslaw.co.uk.
Tags: employment solicitor maternity discrimination maternity leave maternity rights return to work after maternity
