If you had not gone on maternity leave, would you have been moved anyway ? If so then the terms are no less favourable than had you not gone on maternity leave. It does not say, terms no less favourable than you enjoyed before you went on maternity leave. They are not the same thing.You’re entitled to come back from maternity leave on terms no less favourable than those you would have enjoyed had you not gone on maternity leave.
That would be different but That’s not the scenario the OP has presented.If someone’s a widget maker on maternity leave and a couple of months ago, all widget production was moved from Finglas to Cherrywood, how does maternity leave give that person the right to demand that they return to work Finglas?
What happens if a company moves premises whilst someone is on maternity leave?
Surely, if the person would have been moved to Cherrywood anyway if they weren’t on maternity leave, the maternity leave is just noise and irrelevant?
Yes but a return from maternity leave is not the time do it. Even if there’s no intent, an employer is leaving him/herself wide open to the accusation.Most employment contracts give flexibility to the employer in terms of moving the place of work.
I do this stuff for a living.OP, I’d be very wary of following the half-baked advice that’s been bandied about this thread.
Again, the issue is the exposure of the employer in relying on this distinction. You may ultimately end up discussing interpretation of the law at the WRC.If you had not gone on maternity leave, would you have been moved anyway ? If so then the terms are no less favourable than had you not gone on maternity leave. It does not say, terms no less favourable than you enjoyed before you went on maternity leave. They are not the same thing.
No it isn't. There are specific provisions regarding maternity leave.the maternity leave is just noise and irrelevant?
All of which is noise.No it isn't. There are specific provisions regarding maternity leave.
That could mean anything from Head of Employment Law with one of the Big 5 legal firms to some intern in the HSE’s HR Department, Killybegs.I do this stuff for a living.
MPA gives returning mothers better protections than they would have otherwise enjoyed.All of which is noise.
None of which I’m disputing.MPA gives returning mothers better protections than they would have otherwise enjoyed.
This is quite deliberate and holds the employer to a higher standard than for an equivalent worker who hadn't had a baby.
What it means is that, in this instance, I know what I’m talking about.That could mean anything from Head of Employment Law with one of the Big 5 legal firms to some intern in the HSE’s HR Department, Killybegs.
With respect I think we need more information from the OP it’s not clear to me that this change is any way related to the fact they were on Mat leave and a lot of employers retain the right to move your place of employment up to 50km.What it means is that, in this instance, I know what I’m talking about.
Whether anyone chooses to believe me is their own business.
What’s so bad about Killybegs anyway??
Yes but moving a person on the occasion of their return, at the very least, leaves an employer open to the accusation that the transfer is related to their return from maternity.With respect I think we need more information from the OP it’s not clear to me that this change is any way related to the fact they were on Mat leave and a lot of employers retain the right to move your place of employment up to 50km.
Then the employee could arguably insist on a different role in same location if this is within the gift of the employer.If the office or team move to a different premises whilst someone is on maternity leave, how is there any discrimination or issue?
Of course! But MPA gives an additional protection. I've known of redundancy schemes everyone gets the news on a given day but eligible staff on maternity leave are only formally made redundant on day of return as otherwise employer would be open to accusations of discrimination.If they weren’t on maternity leave, they’d just have moved with everyone else.
What are my rights if any? I understand that things change they need to put me where they need me but if I wasn't on maternity leave this wouldn't be something I would have went for.
@Gordon Gekko The OP did give us this crucial piece of information. If she was not on maternity leave she could have refused the transfer to a different location.
And yes if this was proposed while I wasn't on maternity leave I would have declined. Just wanted to ensure I wasn't being dramatic about it.
Perhaps read through the posts again if you feel the need to understand it better, maybe take notes; it might make it clearer for you.There is no clarity. There are minimal facts. We have no idea what happened.
I’ve read the posts. There are gaps and there’s a lack of clarity.Perhaps read through the posts again if you feel the need to understand it better, maybe take notes; it might make it clearer for you.
“if I wasn't on maternity leave this wouldn't be something I would have went for.”To be fair, the OP believes if she was at work at the time, she could have refused the transfer, but that may not actually be the case
Sometimes employees think they call the shots and have the power to make decisions rather than the business owner - not saying this is the case here, just that it is a possibility. Employees fee they should get to decide things sometimes and have a right to do so, when that's just not the way business works somehow. Without the fuller facts here (and not opinion) it's impossible to say with clarity the legal position on things
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