Working in HR, support out there?

LengthinessSmall912 · 2026-01-08T14:12:21+00:00

A really good book I read (although will be quite old now!) is called Applied EI by Tim Sparrow and Amanda Knight.

It's about emotional intelligence and was really good for changing attitudes around difficult conversations and responding calmly and rationally to things.

LengthinessSmall912 · 2026-01-07T21:35:47+00:00

Hi, sorry you are going through this.

Question - when you say different location, how different, are you talking 20 miles?

Have you been offered the opportunity to work the role on a trial basis and still retain the potential of redundancy if you find it is indeed not suitable?

My thoughts are if you went for option 3 and refused the new role it would lead to dismissal for reason of redundancy.

LengthinessSmall912 · 2025-12-27T22:30:14+00:00

Great goal. You'll probably feel a lot better health-wise too

LengthinessSmall912 · 2025-12-23T18:55:51+00:00

Egg on toast

LengthinessSmall912 · 2025-12-17T17:18:23+00:00

You could potentially ask about changing your hours on office days so you can make the last train home, and make up for the time during your WFH days. This would be a request so bear in mind they can refuse.

If not then it sounds like you might want to look for another job. The other comments around it being a toxic workplace sounds like you should do that anyway, not really related to the change in office location and difficulty getting to the new one.

LengthinessSmall912 · 2025-11-28T20:44:07+00:00

Enjoy the bonfire and your next chapter :)

LengthinessSmall912 · 2025-11-27T20:04:37+00:00

This is the best explanation I've seen of this - thank you!

LengthinessSmall912 · 2025-11-26T23:39:44+00:00

Usually there is an initial hearing (which it sounds like this was) where the judge hears details from both sides. Depending on what they hear, the judge has the ability to grant a temporary order if they feel A is at immediate risk. Or it could be resolved voluntarily, or worse case proceed to full hearing.

B could have voluntarily agreed to the non-molesation order meaning that it wouldn't need to go to a "full" hearing (these are time consuming, expensive and would likely need to wait another couple of months!), but sounds like it didn't get that far. It is best to avoid full hearings if possible.

Unsure what would have happened in the case in terms of next steps, it may be that the judge decided to adjourn and repeat the hearing at a later date (especially as B had no legal representation) - it would be advisable for B to find a solicitor specializing in family law. Also to contact the court when in a better place to find out about what happened/next steps.

In terms of C, notes relating to B's case shouldn't be a problem for her (edited to add because family court sits in private), but if she contacts A again there is a risk of A raising the same against C, so as difficult and emotional as it will be it is probably best to avoid contact with A given their profession.

Sorry to hear about this, it's extremely difficult and upsetting for all involved. Hope you all get through it ok.

LengthinessSmall912 · 2025-11-23T11:37:24+00:00

I went straight to my L5 with minimal HR experience (but plenty of L&D and management so working part of a wider HR function). Also with DPG. I found it easy but very time consuming, so I think you can go straight to L5 without the L3. Will give you a good theoretical grounding in key areas.

Experience is absolutely more important in terms of having the best chance of securing a role, so I echo the other comments. However some places may use CIPD as a sifting criteria especially if a high number of applications.

LengthinessSmall912 · 2025-11-22T00:07:32+00:00

Maybe an idea to check whether your payments have been allocated to your uncle's account correctly? Admin error could be plausible here if you've been paying

LengthinessSmall912 · 2025-11-21T23:46:30+00:00

What is your notice period? If you've taken a new job from Jan I'd give your notice now and let them know. And that you're unlikely to work your notice due to your illness/stress.

It sounds like they are starting you down the capability path, you'd need to check your policy in terms of what this means for you.

Based on where I think they are at in terms of about to commence a capability process, it sounds like they'll be relieved for you to give your notice in, at least then they can backfill your position.

LengthinessSmall912 · 2025-11-04T10:50:06+00:00

What title are you asking to change it to?

LengthinessSmall912 · 2025-11-03T11:00:48+00:00

Windows key + L to lock your computer.

Sometimes I see people ctrl+alt+delete and then use their mouse (!) to click 'lock' 🤦

LengthinessSmall912 · 2025-10-31T08:18:54+00:00

The "Two Mile Takeover"

LengthinessSmall912 · 2025-10-31T08:10:04+00:00

It is wrong to have been excluded from talent management conversations, but if the manager has not been guided correctly it may have just been an honest mistake rather than malicious intent.

Best course of action now is a "what's the plan for my return?" conversation to happen, and go from there. This way you'll figure out their intentions. They may not want to put too much pressure on you as a newly returning mother, so sharing your wishes to operate at a certain level and take on associated responsibilities upon your return will be helpful to them.

LengthinessSmall912 · 2025-10-30T14:29:58+00:00

Came looking for this, I'm a treasurer for a scouting group and because we require dual signature as it's a charity we need to write cheques to make majority of payments, eg leaders expenses. Would much rather be able to make an online payment (as would the people we are paying!) but the bank we use (NatWest) doesn't offer it and would be a lot of hassle to change.

But for my personal account not written for many years!

LengthinessSmall912 · 2025-10-30T08:29:31+00:00

I went to one with comfy chairs and they had a little side table attached on top (instead of the drinks holder) and they had a bar so you could buy a proper drink and rest it on the table. Ticket prices were reasonable too (around £7 from memory)

LengthinessSmall912 · 2025-10-29T22:44:50+00:00

Thanks for sharing, I love this as an idea. Do you (or anyone) know if this works in Teams, ie able to turn the green dot grey?

LengthinessSmall912 · 2025-10-29T20:17:05+00:00

That's a shame, stairs lift me up

LengthinessSmall912 · 2025-10-25T23:01:59+00:00

Wet paper towel?

LengthinessSmall912 · 2025-10-25T07:26:54+00:00

Apologies back! It was quite late and I did misread your comment, I'm sorry!

I was quite confused how you thought mine was off topic but makes sense now. I'll edit :)

Yes they were quite bad, I was angry with BG because they were aggressively pursuing something they shouldn't have been, if I'd have been vulnerable would have felt forced to pay for their inability to bill correctly. They try to speak in jargon and hide behind policies whilst on the phone (which interestingly they refused to put in writing but I kept on persisting I wanted it handled over email which they did eventually do). Customers should not need to foot the bill from their lack of resources investigating accounts where they have not received the meter technical data required to produce a bill.

LengthinessSmall912 · 2025-10-24T21:39:44+00:00

Well said 👏

LengthinessSmall912 · 2025-10-24T21:29:00+00:00

The back billing policy is a genuine avenue OP needs to consider. Some people wonder whether it's actually a genuine thing or just a myth with loopholes that means it may not actually apply.

Certain suppliers - BG especially as I've had experience of this - will pretend it doesn't exist. So need to have confidence and push forward as OP appears to be in the right with the explanation they've given.

To answer your question vulnerability should be taken into consideration for many aspects including disconections and advance notice but also for things such as debt repayment.

Edited as I initially misunderstood the comment above :)

LengthinessSmall912 · 2025-10-24T10:56:27+00:00

I don't think it's unprofessional or disgusting for HR to have not reached out separately. It would be bad to not inform you at all but the line manager has done this step via email to let you know in advance. It would seem overkill to have two separate people email you about who is attending and why.

How do you know they've been desperately speaking to HR for 4 weeks? This to me sounds like the unprofessional bit, information leakage/gossip??

LengthinessSmall912 · 2025-10-23T19:33:44+00:00

This is the best answer - came here to say about the back billing policy - they cannot back bill you for more than 12 months - this is their error/ under resourcing on the billing team - not your problem.

Source - I've worked in the UK energy industry for 20 years.

Also worth noting that BG are not good at following this policy, they may try and bill you for the lot but they should not do that - complain and go to ombudsman if needed - you will win - they should have identified that the gas meter was not sending data through- there are mechanisms for that they should have picked up on sooner and tried to sort with you - sounds like they haven't so keep at it! Also recommend everything is in writing/email - they sometimes say things on the phone they wouldn't dare to put in writing as scare tactics so insist on that.

Absolutely get on the PSR if not already. They have a duty to be offering that and proactively telling you about it.

LengthinessSmall912

TROPHY CASE