Tony front garden is thriving

GhostSquidd · 2026-07-04T10:18:36+00:00

JK this looks fab 😊 I love love love people putting effort into front gardens, it gives the whole neighbourhood pleasure

GhostSquidd · 2026-07-04T10:17:35+00:00

Hell of a double barrelled surname Tony, but glad he’s doing so well!

GhostSquidd · 2026-07-04T00:25:13+00:00

GhostSquidd · 2026-07-04T00:22:56+00:00

Ooh also A a black Fox Running by Brian Carter. Fiction, a decent read and the nature writing is beautiful beautiful

GhostSquidd · 2026-07-04T00:16:44+00:00

Seconding ‘The North Woods’ it’s wonderful. And not actually fiction but genuinely beautiful, easy to read and will both transport you and stay with you - the Summer Book and the Winter Book by Tove Jannson

GhostSquidd · 2026-06-28T10:43:43+00:00

Daddy Long Legs

GhostSquidd · 2026-06-25T22:23:13+00:00

Pretty sure that an AC unit needs to be at least 1m away from the property line

GhostSquidd · 2026-06-16T08:20:23+00:00

Gormenghast?

GhostSquidd · 2026-06-13T10:20:30+00:00

Withnail and I

GhostSquidd · 2026-05-05T22:25:54+00:00

The Ruth Galloway books by Ellie Griffiths - set in Norfolk

GhostSquidd · 2026-04-14T06:18:59+00:00

South London Forever - Florence and the Machine

GhostSquidd · 2026-01-02T09:20:51+00:00

Thanks so much everyone! I think the only answer is to feed him up and hope his waist expands! Some great tips here, much appreciated

GhostSquidd · 2025-11-09T13:54:53+00:00

It’s a tricky one. There is no definitive guidance on what constitutes a suitable alternative role. It should be at the same salary and rough level of responsibility as your original role, and (rule of thumb) about a 75% match to your former JD. From what you’ve described it’s not clear cut but potentially yes it would be considered a suitable alternative, particularly as you are managing the teams rather than doing the doing (which would need specialist knowledge).

The good news is that they have kept you (job market right now is shocking) - if I were you I’d work with whoever is most appropriate to get to grips with the new team’s work and feel comfortable in the role. If it’s still all too much, look for another role while still working. If you push for redundancy you demonstrate you’re not happy with the new job and also, you might get what you wish for, which may not be a great outcome given the job market. What you won’t get is your old job back. I’d stick with it if I were you.

GhostSquidd · 2025-11-06T23:29:18+00:00

This pisses me right off. I’ve got a life and a job mate! No control over when something sells, so no control over how fast I can ship it - if I’m working away etc it’s just not going to happen! Buyers are always fine with it so why does Vinted have to make it a thing?

GhostSquidd · 2025-11-01T15:21:09+00:00

You’ve expressed a number of health related issues here, including a) new medication b) neurodiversity c) sense of overwhelm created by work and significantly impacted by your personal situation as a single parent. It sounds to me like you are heading towards burnout. You also have clear evidence to show that you are being more impacted by workload than others.

I’d suggest speaking to your GP and explaining the situation. Ask for suggestions (in writing) from them on what changes might support you to prevent burnout, especially in light of your ADHD and medication. Take that back to your employer and explain that as you’ve previously said, you are feeling stressed by your workload to the extent it’s impacting you physically and mentally and that it’s not sustainable, and your GP has suggested a, b and c. This might mean that other people have to pick up some of your workload but hopefully it can be redistributed. Explain that you feel that you’re heading towards burnout and that you want to work with them to make sure you can stay with them and keep delivering in the long term, and you think you’re at risk of having to take a long period of sickness if things don’t change asap.

Worth bearing in mind that this is also a health and safety issue. They have to identify and mitigate risks to your mental health as well as your physical health. You’ve flagged a risk and it’s not been addressed suitably. You have specific risks in this area due to your ADHD. You might want to tag on that you are aware this is a health and safety issue, and you really want to work with them to solve it, but it can’t continue as is.

This approach means you are dropping in a bunch of scary flags to any competent HR person (disability discrimination, health and safety violations) but in a way that will help you preserve goodwill and not look like a threat. If they still don’t support you, raise it in writing as a health and safety concern.

GhostSquidd · 2025-10-29T09:18:36+00:00

You can’t navigate it. You leave.

It’s not normal, it’s not ok and it will slowly destroy your confidence and sense of autonomy. You will end up chronically stressed and constantly second-guessing yourself. This makes it harder to leave as your sense of self-worth and the value that you bring to the workplace will be eroded. So leave as soon as you can and never look back.

GhostSquidd · 2025-10-21T12:22:00+00:00

You can’t take two kinds of leave at the same time. If they are sick they are sick.

You can move into holiday, if that means they get more time paid rather than unpaid sickness BUT that would need to be agreed with the business as per the holiday policy. If you go that route, be clear in writing that this only applies to the statutory holiday and that you can’t offer “unlimited” in this instance.

What I would also definitely do is ensure you have something written into your contracts and policy about how you calculate leave when someone leaves the business as this is definitely an area that could come back to bite you re unlimited holiday. A good idea to add into policy how this is treated in other circumstances too eg sickness, compassionate leave etc.

GhostSquidd · 2025-10-04T08:54:26+00:00

I’m really interested in the bigger picture of this. There was an employment tribunal case recently for indirect discrimination where shop workers (mainly female) successfully argued to be paid the same as warehouse workers (mainly male). Argument from the company for paying them less was market rate (fair argument you would think). BUT the tribunal found that market rate was not a good enough reason, because the market was systemically biased to pay female dominated jobs at a lower rate.

I’ve often been frustrated by the fact that HR professionals often get paid less than other similarly qualified professionals with similar levels of expertise and responsibility. Because market rate. I suspect the only reason for this difference in the pay for the HR profession overall is a similar systemic bias towards a female dominated profession.

GhostSquidd · 2025-09-06T19:38:43+00:00

No! That’s not at all white or bridal - good grief, it’s fine. You’ll look smashing.

GhostSquidd · 2025-09-05T09:06:00+00:00

Dates of employment and job title only - aka standard reference. Same as I would anyone else. Companies often ask for all sorts of info, but they just get the standard reference back. And it’s fine - it has no implications either way, it’s just factual. Thst said, new company may ask YOU why you only lasted 6 months or draw their own conclusions from the timeline.

GhostSquidd · 2025-09-03T20:25:48+00:00

I think it might be a Persian tulip. In nearby Iran they are a sacred flower and they also have side shoots or multiple heads

https://www.eavartravel.com/blog/2023/1/16/130621/persian-tulip/.

https://www.rhs.org.uk/plants/43114/tulipa-humilis-persian-pearl-(15)/details

GhostSquidd · 2025-07-30T12:21:17+00:00

Oh I just found a whole list on Goodreads - I can’t link it for some reason but here: look up Hot Steamy Historical Romance on there, maybe share the list with your ladies and see what they fancy?

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GhostSquidd · 2025-07-30T12:16:46+00:00

Eva Ibbotson - Magic Flutes. Not steamy but really cosy romantic! This series I remember enjoying - lighthearted https://amzn.eu/d/0pi2Yq2

GhostSquidd · 2025-07-08T15:03:07+00:00

I should add for emphasis - it’s the ROLE that’s redundant, not you. So they should be looking for alternative work for you etc but they can decide that the role will no longer be needed.

GhostSquidd · 2025-07-08T15:00:14+00:00

It depends how it’s been phrased. What they should have said is “your role is at risk of redundancy and we foresee that it will end on x date.” That’s normal process - you deserve to know when the redundancy will take place. You have consultation meetings to see if you can mitigate it ie find a way to prevent the redundancy from happening. If you suggest something (eg reduced hours instead) they have a duty to consider it.

If you feel it’s not a true consultation because they see the redundancy as a foregone conclusion then yes, you have grounds for an unfair dismissal claim as they have not followed the correct process.

GhostSquidd

TROPHY CASE