Unraveling the Complexities of Job Redundancy: My Unexpected Experience

Navigating the realm of employment can be a daunting task, especially when faced with unforeseen challenges. Recently, I found myself in a perplexing situation that has left me questioning my rights and the legality of the actions taken by my employer.

The Background

For six fulfilling years, I dedicated myself to my position at my current company, earning a promotion to training manager three years ago after completing a relevant qualification. This advancement not only came with additional responsibilities—training new hires across the organization—but it also included a modest raise of £1 an hour, as noted in the letter I still possess. However, my primary duties continued to encompass my everyday tasks, creating a scenario where I was effectively juggling two roles.

The Discovery

Initially, I embraced my new training responsibilities and actively participated in onboarding new employees. However, approximately two years ago, we entered a lengthy period with no new hires. Recently, as new talent began to join our team, I noticed something troubling: fellow employees were training these newcomers instead of me. When I inquired about this, I learned that the urgency to train was the reason they turned to others. They cited my recent absences due to illness as the cause for my exclusion.

The Shock

Fast forward to a few weeks ago, I learned that once again, my role as a trainer was bypassed. During an inquiry about why I was not involved, a surprising response emerged from my boss: they claimed my position had been rendered redundant the year following my qualification—two years ago—and asserted that I should have been informed at that time. This revelation was stunning, considering I had received no prior notification.

Today, the situation escalated dramatically. I was summoned unexpectedly to a meeting with the HR representative from head office, where I was informed that my job was indeed made redundant two years prior. The kicker? I was being asked to sign paperwork relinquishing any additional wages I had received over the past two years, as that pay was now deemed an overpayment.

The Legal Quandary

When I requested evidence of my redundancy notification, I was met with silence—no documented proof existed, just the assertion that I should have been informed in person. Faced with an ultimatum to sign the agreement or risk termination, I flatly refused, stating my intention to seek legal counsel. The ambiguity surrounding the amount owed on the form was deeply concerning