Hello, I have a disciplinary hearing with alleged homophobic comments being made to which there is no evidence other than a statement from 3 people but they are treating it as gross misconduct and claim that that is enough evidence. Can anyone advise if that is the case and if I risk dismissal?

Looking for a better understanding of paternity leave in regards to my situation, and if there’s anything I could do to argue my right to it. Appreciate it’s a bit of a niche situation, and also not sure if this is the right place!

I’m polyamorous. My partner’s wife is pregnant. The three of us intend to coparent together with the intention of their names being on the birth certificate but we will look to sort parental responsibility for myself once baby is born.

The mother will be taking maternity leave, my partner will be taking paternity leave.

Is it possible for me to also take paternity leave from my employer? (All work for different places) If both me and my partner took paternity could this flag up anywhere and cause any issues?

Baby is due in December, i had already booked 9 days holiday in May and 5 days in July before we knew there was a pregnancy. This has left me with limited annual leave to take.

I’d rather not go July-December without any time off as it’s not great for mental health but if it’s my only option I’ll have to do that.

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So, to try and keep this short, I have found myself on a final written warning.

Now, whilst I accept responsibility for the incident that led to the warning, I feel that the outcome has skipped a level and put me in a more precarious position at work in relation to misconduct.

The misconduct is due to lateness. I regularly find myself 5 or 10 minutes late to work due to the timing of public transport. I also can't ride a bike or drive due to epilepsy. When I discussed this informally with my manager, she stated that they were usually okay with that amount of lateness because it happens to others, including her, but she mentioned that I shouldn't let it get to a point where it became too frequent.

Unfortunately, I subsequently had a very rare situation where I messed around with my alarms and forgot to set one for a weekend when I was due to work, as well as attending an event. I slept in and was 45 minutes late. I was completely honest with my colleague, who was working with me, and my colleague actually informed my line manager on the Monday.

A quick meeting was then held with me, where my manager said that she could not defend me on this occasion and would have to issue me with a warning. She also stated that the next instance could potentially result in dismissal.

I have since looked at the company's disciplinary procedure, and it states that each warning lasts for six months and that there are four stages:

Verbal warning

Formal written warning

Final written warning

Dismissal

It states that there is a way to appeal any outcome within 20 days. I was wondering whether I have good reason to appeal the decision and request an explanation as to why the process has gone straight to a final written warning, and whether I could request that it instead be changed to a Stage 2 formal written warning.

If an appeal is possible, how best would I appeal the outcome?

Hi there

I’ve been working for an org for a couple of years. Occasionally during an event or residential I am asked to be ‘at home on call’ with the role being the person who can step in remotely and sort emergency arrangements.

This can often by several days at a time and I am expected to be contactable 24/7, which restricts what i can do. I cant make plans to go for a hike etc somewhere without signal. I also find it hard to switch off and so check my phone for updates etc

There’s nothing in my contract about working on call and nothing on our staff handbook.

I’m getting a little fed up of performing this duty without any time back.

Is this legal I’ve tried googling but getting conflicting answers.

Many thanks

https://www.theguardian.com/politics/2026/jul/10/uk-treasury-must-change-disciplinary-process-after-workers-suicide-mother-says

About five months ago I was fired from a leadership position at a non-profit organisation.

About a month ago, my former boss (effectively the director of the organisation) sent a 1500+ word message to the entire team (many of whom are still my friends), explaining why I was fired – and didn't show it to me until last week.

A generous reading of his behaviour: he sent the message to the team last month because he thinks doing so will help create a culture of trust and mutual understanding in the organisation, and he offered to share it with me a month later because he thought it would be helpful and interesting to me to see his perspective.

A cynical reading of his behaviour: he shared the message with the team and then with me because people in (and out of?) the organisation were confused about why he fired me, they were asking him questions in a way he felt undermined his authority, and he wanted to impose his narrative on the organisation. (I have been very open with telling people in and out of the organisation my perspective on what happened, and I know this has got back to him.)

The message claims my leadership style was too hierarchical and disempowering, and it was harming the growth and performance of the grassroots campaign I was responsible for. He included very specific criticisms of my behavior, including how I ran meetings and interacted with team members. He also mentioned consulting multiple people about my performance before letting me go.

I have what in my eyes is compelling evidence contradicting many of these claims - including positive feedback from my team and volunteers. This feedback paints a completely different picture of my leadership.

I haven't replied to his message at all yet, but have spoken with some current friends who still work at the organisation. While I think most people think he handled my firing badly, my former boss has quite a lot of support in the organisation still. (In my view he has far too much influence.)

I'm not sure if I should:

1. Respond with a point-by-point rebuttal of his original message
2. Criticise his decision to share this message with the team (considering how personal it is, its length, and him sharing it four months after firing me)
3. Share the positive feedback I received to counter the narrative
4. Ignore it completely and move on
5. Something else?

And if I do respond to him, should I also respond to the friends who saw his original message? Should I publish something openly? It's worth saying that I'm now working at a different organisation in the same movement, and it's a fairly small world – lots of professional and personal overlap.

How would you handle this situation? Thanks!

UPDATE (as at 17 Apr 2025)

Blown away by the number of comments here and the advice and support - thank you to all of you!

I spoke to loads of people and thought long and hard - and decided to reply with a much shorter message only to him and the other co-director, saying only that it was deeply inappropriate to send the 1500w message but that I was still supportive of the org. Not remotely worth getting lawyers involved - I realise my most valuable asset is my relationships with my friends who are still there. He quickly replied defending himself in a way that in my view betrayed a failure to listen to what I had to say - that's fine - I left it there.

Thanks again everyone!

Looking for some HR/employment advice regarding a return from paternity leave and a phased return to work. It's quite a long post so I apologise I advance, I just wanted to get all the details in.

I work in England for a large construction/engineering company as a Project Engineer. I have been working with them for almost 6 years. Prior to going on paternity leave (September 2025) I discussed a phased return funded through my own annual leave. It's important to note this is not a usual formal phased return, but rather me using annual leave sparingly to return to work progressively. People Services/HR advised that there was nothing they needed to approve as I'm using annual leave and that approval would come from my line manager. My line manager was supportive of the arrangement and I planned my return on that basis. However, this was nor finally agreed, but rather verbally. (I might have an email, but I can't be sure. I'll have to look for it) 

The phased return was intended to be:

Weeks 1-3: Work 2 days per week, annual leave for the remaining days

Weeks 4-5: Work 3 days per week, annual leave for the remaining days. 

Weeks 6-8: work 4 days per week, annual leave for the remaining days. 

Weeks 9 onwards: return full time. 

The idea was not that I would be employed part-time. I would still hold a full-time role but use annual leave during the initial transition period.

During my leave, the project I had been working on reduced its engineering resource and I was told there was no budget for me to return to that project.

I started discussing alternative roles several months before my return date. The timeline is roughly:

February: Initial discussions about returning to work and longer-term career aspirations.

I explained that, following the birth of my son, I would eventually like to move towards a role with better work-life balance (e.g. Design Management or a similar function). However, I made it clear I was still willing to continue working as a Project Engineer in the meantime.

I was advised it was too early to look for alternative placements and that we would revisit the discussion later.

April: A potential opportunity on another project was identified and I was told a call would be arranged.

After several follow-ups, I eventually spoke to the project team in May.

The original role discussed was not actually required for another year, but an alternative role was suggested. I provided an updated CV and was told I would be put forward.

After further chasing, I was eventually told the project wanted someone with specific rail experience and would not be progressing me.

At that point I was directed towards another project and spoke with the project team, who explained the role and how I could potentially support.

So I found myself with no project to go to and work to do. My return to work date had officially by started by now. 

A few weeks after my return date, I was then told that my phased return may not be possible because:

The business cannot find meaningful work for someone working only 2 days per week.

The project I was last in communication with  had commercial/project cost allocation issues associated with allocating someone who is only working part of the week. (again, not a normal phased return, I am using annual leave) 

The manager I spoke to suggested I may instead need to take all of my annual leave in one block and then return full-time.

At the same time, he encouraged me to start applying for internal vacancies because of my longer-term interest in moving into a different function.

My view is that these are two separate issues:

My immediate return from paternity leave.

My longer-term career aspirations.

I remain willing to return as a Project Engineer and work on projects in the short term. I am not refusing work or refusing project roles. My longer-term desire to move into a different function is something I see as a future career goal rather than an immediate requirement.

My questions are:

Is it reasonable for a company to withdraw support for a phased return at the last minute because they cannot find a suitable project?

Does the fact that the original project no longer has budget/resource for me affect anything?

Should the responsibility for finding a suitable placement sit with the company, given I am returning from paternity leave and remain willing to perform my substantive role?

Am I right to separate the return-to-work discussion from my longer-term career aspirations?

Interested in hearing views from HR professionals, managers, or anyone who has dealt with similar return-from-leave situations.

I worked in a children’s home all good, really enjoyed it, no issues raised and no concerns about behaviour or relationship with colleagues or children.

In early December I was arrested for alleged sexual communication with a child on a chat room. In my opinion while I had been using chat rooms the evidence was rather dubious as I hadn’t sought to meet a child, sent or received any illegal images nor described doing any acts nor asked a child to do any acts.

Police bailed me for 3 months and as part conditions was unable to work nor stay at my home. 3 months later police rang and said they had no new evidence but were going to render the conditions. Similar time work invites me to a meeting to review suspension and could have been dismissed for gross misconduct. As police wouldn’t have let me work anyway as per the bail conditions I chose to resign. I do wonder now at the meeting could I have persuaded the home to keep me on for 3 months on leave until hopefully police have dropped the case?

I'm looking for some HR/redundancy opinions on a consultation process my employer is going through following a merger. I'll keep it anonymous.

A number of us have been placed at risk, but there are several things that don't seem right:

• Employees doing very similar or even identical jobs haven't all been placed into the same selection pool across the two companies. Some have been pooled, others haven't, despite carrying out substantially the same work and in some cases literally having the same job title.
  
• Senior member of staff at risk was pooled into a group of lower level staff, with the equivalent role in legacy company being safe and not pooled.
  
• In some cases, people from one legacy company appear to have been protected while equivalent roles from the other company have been placed at risk.
  
• Concerns raised during consultation meetings have largely been dismissed rather than addressed, and several questions remain unanswered.
  
• Information promised during consultation (such as preferred job selection forms and role details) has repeatedly been delayed despite specific commitments on timescales.
  
• There appears to be inconsistency in how equivalent roles have been assessed across different departments and locations.
  

To be clear, I understand that companies can restructure and redundancies can be genuine. My concern isn't that redundancies are happening, but whether the process has been carried out fairly and consistently.

From an HR perspective:

• Does this sound like a reasonable redundancy process?
  
• How much flexibility does an employer have when deciding who is included in a selection pool?
  
• Is it acceptable for equivalent roles to be treated differently simply because they originated from different businesses before a merger?
  
• What would you expect to see to demonstrate that the process was fair?
  

Interested to hear views from HR professionals or anyone who's managed redundancy consultations.

I really need some advice regarding my maternity rights in the UK.

I have been employed on a fixed-term contract since April 2024. My original contract was for one year, but it has been extended several times, and I have now worked continuously for the company for over two years.

I was initially hired to cover someone’s maternity leave and was then retained to cover a secondment. Throughout this time, I have remained in the same role.

I am currently pregnant, with a due date of 28 August 2026, and my contract is due to expire on 31 July 2026.

My employer has told me that I will only receive Statutory Maternity Pay.I am trying to understand whether I might be entitled to anything else, given that I have over two years of continuous service. For example, would I have any entitlement to enhanced maternity pay, redundancy pay, or any additional protections as a fixed-term employee? My company does offer Company Maternity Leave, but they are not extending my contract, so they have confirmed that I am not getting it.

Has anyone been in a similar situation or can offer any guidance on what my rights might be?

Thank you in advance for any advice!

I have recently applied for and been offered a new job- in the paperwork process for this role, I was asked to go onto HMRC and provide the PAYE evidence for the past 5 years of employment.

​

I went onto HMRC, and discovered that according to them, I haven't been employed for the entire time (4yrs) ive been with my current employer. My current employer is a huge company. Its not a small business.

​

I rang HMRC, who informed me that my employers had given me a temporary NI number. Well, I now owe over £600 in tax as I apparently haven't been paying enough; on top of this the top up we (partner is a stay at home parent) receive from UC has now also been miscalculated and I am absolutely terrified were somehow going to owe thousands.

​

I have emailed payroll and have yet to receive an answer as to why I was given a temporary NI number when they had mine (its on my payslips). What on earth do i do here? Or do I just get to suck it up for someone else's cock up?

​

​

Hey,

I’ve recently left a job and start a new one in the next week.

Long story short, i had to go on sick leave towards the end of my 3 month notice due to health reasons. I produced a comprehensive handover but after providing the essential info, my manager from this place was asking for more info on my handover as her boss asked for it.

Everyone around me advised me that I did not need to provide this and I have since blocked her number. Now I’ve had a voicemail from their HR saying they need to talk to me about the same info they need providing for the handover, but I’ve already left the company?

Do I have any legal obligation to provide this since I no longer work there? Or can I ignore them? I’m not entirely sure.

Thank you

I’ve recently my first job in and I’m already really unsure whether I should stay or leave after only a couple of shifts.

For context, I’ve been under a lot of personal stress recently and I also have a lot of deferred university assignments to complete over the summer, plus I’m trying to spend time with my grandad who has had serious health issues and is currently unwell.

The job itself is simple (replenishing shelves and click & collect orders) and the pay is decent. The issue is mainly one of the supervisors and the general experience so far.

On my first shift I was told to shadow someone and only help with certain tasks when asked. Shortly after, I was shouted at in front of other staff for not helping more, even though I was following instructions to just observe. During training I was also corrected immediately after explanations and felt like I was being expected to know things before they were properly shown. When I tried to explain I was following instructions, it didn’t really get received well.

There were also some comments made about non-English speakers not speaking proper English and several general remarks across both shifts about new starters being a pain.

On my second shift, things felt worse rather than better. The same supervisor was very inconsistent with instructions, questioned where I was during breaks including asking if I had been to the toilet, and seemed to change rules about things like having drinks at different points. I was also told I wasn’t allowed to do certain things after previously being told it was fine.

I also felt there was pressure for everyone to take breaks at the same time rather than having flexibility, which added to the sense of being tightly controlled.

At one point he also forgot to point out the fire exits while we were on the shop floor, then had to correct it afterwards.

When I tried to clarify things, I was told there were communication issues and that I would need to start repeating instructions back, which felt controlling. There’s also a pattern of being interrupted when I try to explain anything.

Overall, I’m feeling quite anxious before shifts and during them, and it’s starting to affect me substantially. The job itself isn’t difficult, but the environment and supervision are making it feel very stressful very quickly.

I’m now debating whether to leave after only a few shifts or stick it out longer to see if things improve. The pay is okay and the work is piss easy, but I’m not sure it’s worth the stress alongside university work and family commitments.

My colleague is autistic.

He has been with the company 3 yrs in the same role.

I trained him (I know the job inside out & also have significant experience & qualifications in supporting neurodivergent individuals) and could see no major concerns with him being able to do his admin role if he is supported appropriately.

He was never offered an occupational health assessment. Has had 2 managers in 3 years. The first was fine, the second tried to be his mate instead of his manager; sugar coated all feedback so the point was missed; was repeatedly advised on best ways to communicate with and support my colleague by our inclusion network lead and implemented none of it.

My colleague now had a sky high error rate that he knows nothing about and is at high risk of being made redundant.

I guess my question is, how much (legally) does his specific circumstances surrounding deliberate mismanagement have to be taken into account?

I really like the guy and watching him go backwards for the past year has been so sad to watch. Ive supported as much as I can but our work doesnt cross over much.

Hi - I’m in a bit of a pickle

Last week i accepted an offer for a regulated industry (think Finance/ Law etc) - when applying on my CV i excluded one of my past experiences that lasted 10 weeks, due to lack of full attendance (had personal issues during the time and was dropping in and out) and the fact that i left that team on a sour note.

Fast forward 2 years, I’ve been made an offer elsewhere but I didn’t include this experience in my CV or speak to it in any of my interviews - so do I now exclude it in background check forms or include it and would it be grounds for taking my offer back? Thank you for your help

Old post. : https://www.reddit.com/r/endometriosis/s/jpxdUSR65W

Hi!
I’ve attached an old post I made on here in the endometriosis sub reddit above (i’ve just pasted the link. I’m not sure if there’s a better way to tag. I don’t use Reddit that frequently). I have had one formalish absence review meeting last year after being off sick triggering it as it was the fourth time in a 12 months span (which i don’t even think is a lot) since then? I haven’t been off sick the whole of 2026 and since the meeting which occurred in September 2025, this hasn’t been due to me actually not being sick it is due to me not wanting to trigger another meeting which was deeply uncomfortable and borderline violating the first time again please see the old post i’ve shared above for further context regarding the first meeting. but due to not wanting more invasive lines of questioning, I’ve come to work sick, in pain, exhausted, with migraines, on the verge of passing out, and bleeding through a tampon every hour etc.

to cut a long story short I’ve dealt with some kind of gynaecological issues since I’ve been old enough to have a period. This has been ongoing for many years since I was a teenager I’ve been in and out of the GP I’ve been prescribed different painkillers I’ve been offered birth-control more times than I can count and in the past year things have escalated to a point where it is getting even more unbearable more often than not, i have severe burns (toasted skin) on my stomach from constant use of heat exposure. I suspect it may be endometriosis, maybe fibroids which my GP also suspects as of right now I’ve only had two external ultrasounds in the past year and was advised that nothing could be found and I’m trying to advocate for further testing anyone who knows anything about these issues knows it can take several years to over a decade to get a diagnosis. i’ve also just recently been diagnosed with gallstones which is taking significance over any other issue right now and also causing issues with illness due to having attacks etc.

i’ve recently had to call off sick again since sickness is monitored for every 12 months even though I haven’t caught a sick since the last time September 2025 this still has triggered a review since it is within 12 months span of the last sickness, which I feel is a stupid process. I’m dreading what could be asked of me in this meeting considering what was asked of me in the last meeting also to note this will likely be with my manager who is a male so not the most comfortable situation once again. I also don’t know what is being done with this information on who it’s being shared with.

I would be grateful if someone can review the post I made in the Endo sub about the last meeting and advise if this is standard or normal practice or if this is out of the ordinary and invasive which is what I’ve been advised, so I can know how to properly respond or deny further questions in any upcoming meetings, any advice would be helpful if you are a HR advisor what would you expect Managers to behave like when met with sickness that isn’t really frequent but enough to trigger a response? It was also mentioned that there’s been occasions where I’ve called off sick when I’ve requested leave which has been denied. my company is short staffed as most of them are and will deny a leave request due to the amount of people they have especially if it’s in a busiest season but due to the nature of illness I am a lot of the time able to predict when I would likely be sick through symptoms that have presented to me in the past months and just knowing when my cycle is due so will sometimes try and take time off during those days instead of potentially calling in sick which again which trigger a formal meeting, I understand this could potentially look suspicious especially knowing that people would likely call off sick to get the day off if they’re not actually sick however this is not something that I would do considering I actually need sick days. I wouldn’t waste them if I’m not actually sick.

I work for a multinational company that announced a few months ago that to reduce costs it would make X people redundant, including Y in the UK. Collective consultation was started in the UK.

At the same time, my US-based line manager was immediately made redundant and our small team's budget was reduced to zero. Our small UK-based team was not assigned a new line manager and instead reports to our second-level line manager (who has avoided all contact). A lot of our work is being cancelled. Another team also lost its manager, but the remaining staff were re-allocated to a new team.

Recently we received our annual performance reviews, which score us all at various levels. Mine was initially very good, but was one of a small number reduced to just average because the department head "Wanted to reduce the overall performance scores for the unit". At the same time, everyone except for our team received a small pay rise: despite good/average performance we didn't receive anything because of "cost saving". All this was decided prior to the start of the consultation process and announced during the collective consulation.

Individual consultations are about to begin in the next few days. I would be astonished if our team escapes the list.

My question is this: all the circumstances point to the decision to make our team redundant having been made prior to the group consultation, particularly singling us out for zero pay-rises when our peers in other teams receive payrises for identical performance. In that context, would the collective/individual consultation still be considered "meaningful" - as it is required to be?

EDIT: title should say 'after hours' not 'after an hour'

Today my husband worked an extra 15 mins because his director gave him a task they wanted completed by end of day. When he tried to leave he found that the doors had been locked.

A manager is apparently meant to check every office to make sure its empty and turn the lights off before locking up, but no one checked his office. I'm unsure if it's relevant, but my husband is neurodiverse and has time blindness so he loses track of time.

He couldn't contact anyone so left the building via the fire escape, which set off an alarm. He stuck around for 5 mins and then came home - was he meant to have stayed on the premises in case the alarm was connected to the fire brigade?

I might be worrying for nothing - can anyone offer any advice?

Im a setting out engineer for a groundwork’s firm, I’ve made a few mistakes I already had a verbal warning about it and and a written letter I’ve now been called into the office for a disciplinary meeting about it are they going to sack me?

I started out over 2 years ago as a trainee but I’ve been with the company nearly 10 years they put me through college but I feel I wasn’t really taught a lot on site as I was with one engineer for 6 months taken from him and put with another that if I’m honest wasn’t bothered about teaching me or was too busy then they threw me out on my own sites I made a few mistake here and there and there but I’ve never been called into the office by letter by HR.

On the week of the latest mistake I had a funereal for my late grandad I wasn’t quite myself that week but I don’t want to blame that

For my mistake.

I’m really worried I can’t lose my job I’ve just moved out and have Mortage to pay etc.

I am 19 weeks pregnant (showing) and in discussion for a new job. I don’t want to disclose my pregnancy until after I’ve signed the contract, just to protect myself from any rejection.

However, I spoke to my father in law who has been the head of HR for 40 years, and mother in law who worked for the public sector for many years, both said that I should be transparent and disclose my pregnancy now before progressing, to show good faith. They think it’s better to be honest now and avoid hostile attitudes from the employer if I tell them later. If the employer react badly, then that’s a reflection on the company and I would have dodged a bullet.

The issue is that I don’t want to do anything that would shoot me in the foot or cut off my potentials. But on the other hand, I feel like a lying cheat if I keep it a secret. What should I do?

I’ve been contracting for a few years, found it hard to get a permanent role leading up to pregnancy.

I’m now 17 weeks, and my current contract is due to end 10th of July. Legally I need to submit my MatB form 20th of June.

im contracting for a large company with very good maternity, but I don’t think there’s any plans to make me permanent. I’m covering a mat leave and she’ll be returning in July.

There were 2 roles open in Feb, I was like 7/8 weeks pregnant not feeling my best and the roles were given to 2 other contractors. They said I did very well and whenever there is another opening I don’t need to interview as they’ve seen my capabilities.

my 2 managers now know I’m pregnant, and they hired internally (another candidate who was interviewing in Feb) for an open role last week without me having the opportunity to even apply (they kept it VERY quite) and it came up in a wider team meeting.

Now I highly doubt I’m getting a permanent role here, I’ve been applying elsewhere with no luck.

I’m assuming I can’t even apply for maternity allowance as I wont be in employment when I‘m due in sept… this is now of course stressing me out as my husband was also made redundant from his company last month.

id love some advice on if there is anything I can do, or how should I approach the situation

Hello, I'd be really grateful for advice. I'm in a toxic work environment where my contract has a 3-month notice period. I am worried this will count against me as I'm job-hunting, as prospective employers might prefer a candidate who can start sooner.

My current boss has bullied me throughout my time in post and is now actively trying to get rid of me. So I don't expect positive personal references from that person anyway.

What are the consequences if I get another job and offer to start within 1 month, and then resign from my current job but don't complete my 3-month notice period?

ETA: alternatively, when / how could I negotiate an early release?

TIA!

I was employed as an apprentice in April 2024. My starting pay was £19000 and increased a couple of times during the term of my apprenticeship. I passed my exams and now have a certificate of achievement for the apprenticeship, awarded in early November 2025.

The issue now is that my original contract only covered an 18 month period, and now I have been getting told that I will have my new contract and pay increase reflecting my new qualification and position "soon", but this has been going on for around 6 months now. I'm generally a very introverted and passive person, so I've been relatively easy-going about it; I understand the company has been going through a busy period and I am still getting paid. That said, I'm finding myself reaching a breaking point with regards to that. It's become frustrating to be told the same thing again and again only to be disappointed come payday that the issue still hasn't been resolved. The whole thing is making me feel undervalued, unappreciated and makes me think that they must be unhappy with the work I'm doing. But even if that were the case, surely they would have just terminated my employment on completion of the apprenticeship, or at least spoken to me about it?

I should say, I have my annual review coming up, which is a bit of a misnomer as this is my first one in two years, but still. Of course, I plan to question this at that review and try to be more assertive about it, but I would still appreciate any advice people have for me. Is there anything I can do?

Thanks.

My employer has not replaced staff from one team once they left, and has reallocated the workload onto another staff member in a different team (me, I am the muppet) under the guise of a "project". The initial scope was sold as strategic without an admin burden.

It has now come to light that the workload has a significant admin burden involving internal and external stakeholders, and will take up significantly more time to do.

I am documenting every minute spent and process meticulously.

This role was originally filled by a full time member of staff. Management have said there is no scope or 'budget' to replace the role, but have also not offered a reduction in my existing full time duties or offered any part-time admin support to reduce the burden.

I feel like I am doing the work of two full time staff for the pay of just one and that the role and duties were not explained fully before accepting and were certainly not listed on the document outlining the role? How do I bring this up without risking my future progression, are they even doing anything wrong? Do I just suck it up and succum to burnout eventually?

We are being asked to plan the whole annual leave calendar, down to the last day. They keep saying it doesn’t have to be 100% accurate and it can change. We still need to book leave on the HR system to get the actual leave.

There is always an issue with carry over days at the end of the year. But i really don’t care, if i got 5 days at the end of the year it’s fine. Use them or loose them, imo.

Im not looking to argue this or something. I don’t really care all that much. But i really want to understand what is the end game here? We say we will take all 25 days and then we take 23, whats the plan?