u/AntiqueAdvice465

I recently resigned on the basis of constructive unfair dismissal, detriment for making protected disclosures, fundamental unilateral changes to my role and remuneration, disability discrimination under s.20 and s.21 Equality Act 2010, and potentially unlawful deduction from wages.

The company has been quite defensive throughout the grievance and appeal, which I expected, but they’ve now sent a very low offer and said they won’t engage with the figure I’ve proposed. At the same time, they’ve said they’ve already spoken to ACAS and want to initiate early conciliation if I don’t accept the offer, saying they were advised it might be quicker if the employer starts it.

Is it normal for companies to try to initiate early conciliation? It threw me off, given how unwilling they’ve been to engage in settlement (they had my WP land over 3 months ago)

A friends mum has got in touch to advise she hasn’t spoken to her son in 4 days, which is very unusual. We’re unable to get hold of him ourselves and ideally need to call to see if he’s been attending work - can anyone help with a contact number?

Newbie here fact finding…

What’s the typical retention period you use for Microsoft Teams chats (both user‑visible and back‑end storage)?

I’m specifically interested in:
• how long Teams chat data is retained in Exchange Online / Purview
• whether you use short deletion windows (e.g., 6–12 months)
• how you justify retention periods in your ISMS
• how you handle evidence preservation for grievances, disputes, or audits
• whether you run eDiscovery/Purview searches before confirming deletion

I’m trying to understand what’s considered “normal” or “ISO‑aligned” for retention of business communications in M365.

Any insight would be really appreciated.

How long is too long for grievance documents to be held?

Grievance outcome was Friday 7th, I’ve asked three times within this time for the transcripts conducted with managers.

Grievance itself was biased and only interviewed 2 managers, with no employees have direct knowledge of my issues, as they’ve lived through some of them too.

I did request other data too but asked for things to be sent as the came available, sent quite a firm response today.

Deadline for my appeal is tomorrow and it’s incredibly unfair that I have to submit it without seeing the evidence they relied on for their decision.

Currently off sick on SSP. Submitted my grievance 10th July and I’m still waiting for the outcome.

My grievance is about financial detriment (it was £2k a month, now it’s £4k because I’m on SSP), a material change to my role that was never communicated, and support I was told I’d get but never actually received. The role has effectively become redundant based on company focus.

I have received nothing but praise for my work ethics and performance for over 13 years.

A big chunk of the grievance meetings focused on my diagnosis and health, I included that as context for how the situation has affected my wellbeing and it wasn’t supposed to be the main topic.

What gets me is how the whole grievance process puts everything on the employee. You’re the one suffering the consequences, losing income, dealing with stress, and getting no support while the employer takes their time figuring out how to word things carefully to avoid liability.

If I’d been suspended, I’d probably be on full pay while they “investigate.” But because I’m sick from the situation they caused, I’m on SSP while they drag out the process.

This system is completely fucked.

ACAS advises you exhaust the grievance process internally before logging it with them.

Due to the backlogs with ACAS, is that wise/the general consensus? Do most people silently log it with ACAS whilst the grievance process continues to play out?

I’ve read so much conflicting information online.

I’m a Business Development Manager and the company went through a merger a couple of years ago.

When the new company came in, they reorganised our roles and we (in sales) were presented with two role options.

When I took this job, it was sold to me as marketing‑supported - meaning I wouldn’t be cold calling. I’ve done over a decade of cold calling in previous roles and I was very clear that I didn’t want to go back to that. The whole pitch was: “Marketing brings in the leads, you convert them.”

Cold calling only started because the new software had major issues and marketing flopped at the time. I was told it was temporary until things were fixed with the software.

For months I’ve been asking when marketing is coming back. Every time the answer has been “we don’t know.” This week I asked again and got the same answer, plus a vague comment about “looking at alternative ways to market” because the previous spend “wasn’t worth it.” No actual plan. No timeline. Nothing.

Then I was told we’ll have a cold calling meeting to discuss long‑term approaches. So… cold calling is now just part of the job it seems permanently.

Now the bigger issue: my commission.

I’ve always earned decent money annually in salary + commission‑based roles. My basic salary alone doesn’t cover my outgoings.

I was given £2k guaranteed commission monthly. I was told it would reduce gradually (like £2k → £1.5k → £1k) as marketing picked back up, giving me time to build a pipeline.

This week I was told it’s being removed entirely at the end of the month. Just… gone. And no info on what marketing looks like or when it will start.

I’ve asked what the new commission structure looks like and was told I’ll “get it by the end of the week.” It’s now mid‑week and I still have nothing. The vagueness is worrying.

To make things worse, my annual target is £150k. I’m currently at £15k. These targets were set with the assumption that marketing would be active. Without it, it’s impossible. And whether I hit them determines whether I get a pay rise next year.

Financially, I’m screwed with this. I have no major leads, no pipeline, and no way to replace the guaranteed commission they’re pulling. I’ve been earning the same level for years - this isn’t a small change, it’s a complete overhaul of my pay and job.

The expectations I agreed to do not match reality.

I’m debating raising a formal grievance because I don’t see how this is fair or even lawful. I feel like I’ve been misled into a role that has now changed beyond recognition, and I’m facing a huge financial hit because of decisions I had no say in.

My question to HR/legal people:
Does this sound like grounds for constructive dismissal or a negotiated exit?
Has anyone seen similar situations where commission removal + role change led to a settlement?

Any advice would be really appreciated.

Diagnosed today - I don’t even know what I feel right now. Happy, exhilarated, validated, heard, and sad combined into one.

I’ve struggled my way through life, got diagnosed with PMDD at 28, hypothyroidism at 29 and despite telling the doctors for YEARS that I didn’t feel right still, they kept throwing lifestyle changes at me and sending me on my way until the next annual review.

I feel like I’m mourning for a life that could have been SO much better than it was.