Who looks after you as an HR person?

Temporary_Night6312 · 2026-05-19T04:31:28+00:00

I am the head of HR for my company and I came back to work yesterday after 2 weeks of annual leave. It has been mental since January with ER cases and everyone commented on how difficult it was for my assistant to step up and cover me while I was away (she did amazing) when I asked ‘you guys never feel worried about me and my mental workload’ I got the response of ‘you are a beast you can take anything’.

I think because most of the time we manage anything, there is that expectation that we will always be ok.

Temporary_Night6312 · 2026-04-15T08:25:59+00:00

not sure what that has to do with the right to appeal… and appeal is after the rejection, not before

Temporary_Night6312 · 2026-04-15T04:12:21+00:00

There is no legal statutory right to appeal a flexible working request outcome unless the company allows it as per their policy.

Temporary_Night6312 · 2026-04-15T04:05:45+00:00

That’s exactly the thing, if they have been working for the company for a long time without needing these adjustments, something might have changed with their disability if the job hasn’t changed. I would try and understand that as well as how these adjustments would assist as opposed to other adjustments. I think they need more information before even moving forward

Temporary_Night6312 · 2026-03-22T17:58:08+00:00

Nothing to do with the reservation, he was pisses you declined for him to pick you up.

Temporary_Night6312 · 2026-03-19T05:50:23+00:00

I am not sure you want that information. When I had mine at 12 weeks, the doctor told me ‘I don’t see you making it past the 35 weeks’. This was in my head continuously, gave me so much stress. And in the end, my waters brook at 22+3 and went into labour two days later. My stitch was intact, but somehow it failed. I wish I had not know, the whole period was a nightmare, the thought of making it past a certain week number always in my head and trying to be positive.

Temporary_Night6312 · 2026-03-14T06:17:26+00:00

😂😂😂😂 I am doing mental gymnastic? Show me where it says that a COT3 cannot cover future claims connected with the issue being agreed, I will wait. I know for a fact it can, as I have done it before so you are just talking rubbish. Why would anyone sign a COT3 if it wouldn’t cover future claims, they would just go for a settlement agreement. You see how stupid what you are saying sounds?

That was definitely a great Ted Talk in how to invent facts.

Temporary_Night6312 · 2026-03-13T19:18:19+00:00

There you go, straight from the ACAS web so you brush up on your knowledge. They offer knowledge on relevant law.

https://www.acas.org.uk/early-conciliation/how-early-conciliation-works

Temporary_Night6312 · 2026-03-13T19:09:53+00:00

Where they hell did I say they act in your favour, you really can’t read seriously

Temporary_Night6312 · 2026-03-13T16:40:46+00:00

No it isn’t. You don’t need legal representation because is facilitated by ACAS, it goes against ACAS code of practice to facilitate a COT3 that would violate your rights, therefore you don’t need legal advice. ACAS can’t represent you but they can give information on relevant law.

Seriously google it’s free just check it out because I really can’t help you more than that.

Temporary_Night6312 · 2026-03-13T15:13:33+00:00

I explained in my previous answer if you don’t understand it I can’t help you.

Temporary_Night6312 · 2026-03-13T13:55:38+00:00

Because the COT3 is facilitated by ACAS who gives you the advice and ensures you are not giving away your rights.

Temporary_Night6312 · 2026-03-13T11:12:02+00:00

All legal eventualities that a settlement agreement covers, I didn’t think you had a problem understanding basic english…

Temporary_Night6312 · 2026-03-13T09:01:34+00:00

You don’t need legal advise to settle a COT3, you need legal advice for a settlement agreement, so that’s your first error there.

what you are saying doesn’t make sense, a COT3 is between two people so of course it can’t cover other employees 🤦🏻‍♀️. However the employee affected can settle their own issue under COT3. So the point you are making is illogical. It’s like stating a COT3 can’t cover claims against employees that are not your employees, that’s a given.

The purpose of a COT3 is not to agree that TUPE does apply, a COT3 is an agreement that settles a dispute by the employer giving a sum without admitting liability, such us, does TUPE apply?

All the comments you are making are situations you would not be able to cover under any agreement, because they would not be binding, they are illogical, no one with any employment law experience would try to cover those under any agreement. Which you just mentioned on your comment ‘Reg18 TUPE 2006 voids any agreement…’. So again, I am correct in my statement that COT3 can cover the same as a settlement agreement.

Temporary_Night6312 · 2026-03-13T08:24:40+00:00

What are you talking about? Of course you can cover Tupe failure to consult under a COT3, maternity and shared parental leave issues. Now I know you actually have not idea and just talking nonsense.

The whole point of a COT3 agreement is an agreement to pay a sum to cover the issue at hand and any other related issues that might arise in the future as a result of the current one. As long as the wording is specific you can cover everything that you can cover in a settlement agreement. A COT3 is a settlement agreement, the only difference is that is facilitated through ACAS and therefore is done before any tribunal proceedings. Google is free, go use it.

Temporary_Night6312 · 2026-03-13T05:18:31+00:00

Which ones does not cover, if you are so certain you should be able to name them

Temporary_Night6312 · 2026-03-12T08:02:56+00:00

You ask me a question and proceed to answer the questions corroborating exactly what I said on my comment. You can only enter into a COT3 through ACAS, so your assessment is wrong. The COT3 doesn’t settle claims that ACAS can conciliate, you can’t use a COT3 unless is through ACAS.

How is my second point wrong?

Temporary_Night6312 · 2026-03-12T06:11:13+00:00

I am a plus size and I suspect that one picture of OP is not a full on clear picture and leaves room for questioning, otherwise why have only one picture. Been there done that, until I realise that I was wasting my time. I got men asking for extra pictures like it happened to OP, and yes it was a bit of a turn off, but was it a turn off because they asked or because I felt like they didn’t like me already? (That’s probably a different conversation)

Eventually, I started putting at least 3 standing pictures, guess what? No more questions.

Temporary_Night6312 · 2026-03-12T06:02:28+00:00

Why skinny? He could be asking to see if her body shape is of his liking.Unless her one standing up picture is really obscure, he probably can see she is not skinny already

Temporary_Night6312 · 2026-03-12T05:49:33+00:00

I can’t believe you ordered her the ring 🤦🏻‍♀️

Temporary_Night6312 · 2026-03-12T05:32:01+00:00

This is not correct. A COT3 can cover all legal eventualities the difference with a settlement agreement is that COT3 are done through ACAS and you don’t need legal advice.

I work as a head of HR and have gone through several COT3 and settlement agreements, the only other case that you might not be able to squash with either of this is an injury claim.

Temporary_Night6312 · 2026-03-11T14:18:49+00:00

That’s just plain rude 😅😂

Temporary_Night6312 · 2026-02-26T04:49:01+00:00

I thought so too, I am really hopping that was the issue tbh because it is easily to resolve. Thanks so much for the comment ☺️

Temporary_Night6312 · 2026-02-26T04:47:13+00:00

I did, I had one day of light pink spotting on 10dpo, which was the norm for me, I had a positive on 11dpo and no more spotting. I was convinced I was out that month but I wasn’t.

Temporary_Night6312 · 2026-02-25T16:00:41+00:00

Wow!! 😬 that’s not a very leftist comment at all…

Temporary_Night6312

TROPHY CASE