| Quick question for any HR experts 15:56 - Sep 9 with 1900 views | OakR |
My old company did a benchmarking review and the result was everyone in my team would get a small payrise.
They sent an email in August,whilst I was still employed there (to all staff), saying this would be backdated to July and would be applied to the September payrol.
I left at the end of the 3rd week of August (resigned not fired etc, served my notice). They've said I am not entitled to it now as I have left.
Is this correct or just a pain for them as they have already issued my P45 and would have to do it again? It's not going to be a huge sum but wondering what is actually correct here?
//edited to add I know this won't consitutue any binding advice etc, and I'd need to seek some help and advice directly before I decided to pursue anything. [Post edited 9 Sep 15:57]
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| Quick question for any HR experts on 15:59 - Sep 9 with 1859 views | FDC |
Fully expected this post to be:
"In April of this year my agent had an informal conversation with the owners of West Brom...." |  | | |
| Quick question for any HR experts on 16:03 - Sep 9 with 1840 views | OakR |
| Quick question for any HR experts on 15:59 - Sep 9 by FDC |
Fully expected this post to be:
"In April of this year my agent had an informal conversation with the owners of West Brom...." |
If only! | |
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| Quick question for any HR experts on 16:05 - Sep 9 with 1832 views | nick_hammersmith |
I reckon they are covered if they said it would be in September payroll and you finished in August payroll.
Morally you deserve it, as you were employed at the time they noticed the pay gap.
Maybe a case for a tribunal, if they are a large company they might sh!t it and pay you up without you having to do anything |  | | |
| Quick question for any HR experts on 16:36 - Sep 9 with 1728 views | Juzzie |
Reach out to ACAS. They helped my missus in a situation a couple of years ago.
https://www.acas.org.uk/ |  | | |
| Quick question for any HR experts on 16:37 - Sep 9 with 1724 views | loftboy |
If it’s back dated then surely you’re entitled to the rise for the time you were there. |  |
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| Quick question for any HR experts on 18:02 - Sep 9 with 1523 views | elnombre |
I think it is fairly common for an employment contract to specify no entitlement to bonuses, payrises etc that would paid during or beyond a notice period/departure.
If yours doesn't, you'd still be arguing over, say, a sixth of perhaps 3% = 0.5%, which may well be in suck it up territory (unless you're on a thick wedge or they've really hacked you off, in which case I spend time on a forum where the prevailing advice is to poo through their letterbox and move on...). | | | |
| Quick question for any HR experts on 18:40 - Sep 9 with 1389 views | Hastings_Hoops |
It’s not easy for employers - particularly privately owned SME’s.
Pay rises /reviews are there to incentivise and retain staff and if someone is leaving, the money is better spent elsewhere (including recruitment fees for replacement staff).
Appreciate this probably isn’t a popular view, but it’s tough out there for many employers as well. |  | | |
| Quick question for any HR experts on 20:02 - Sep 9 with 1242 views | OakR |
Thanks everyone - it's not going to be much money - effectively 7 weeks of a small pay rise so would probably cost more to fight it really.
I understand for bonuses etc you have to be there, just wasn't sure as they said effectively should have been on X salary for those 7 weeks so slightly different.
I probably should have resigned two weeks later to still be on the September payroll to see if that would have made a difference - I guess in theory not. | |
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| Quick question for any HR experts on 20:15 - Sep 9 with 1175 views | joe90 |
| Quick question for any HR experts on 20:02 - Sep 9 by OakR |
Thanks everyone - it's not going to be much money - effectively 7 weeks of a small pay rise so would probably cost more to fight it really.
I understand for bonuses etc you have to be there, just wasn't sure as they said effectively should have been on X salary for those 7 weeks so slightly different.
I probably should have resigned two weeks later to still be on the September payroll to see if that would have made a difference - I guess in theory not. |
If you’re confident that you have a strong claim you can try Acas early conciliation - which is free. It seems a fairly straightforward case. What size company is it? |  | | |
| Quick question for any HR experts on 22:27 - Sep 9 with 934 views | kensalriser |
Of course you're entitled to it, they're just weaseling out. |  |
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| (No subject) (n/t) on 10:32 - Sep 10 with 583 views | loftboy |
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| Quick question for any HR experts on 10:41 - Sep 10 with 562 views | daveB |
If the rise is from the 1st September and you are no longer employed at that stage I doubt you will get anything. Morally you should but would be surprised if you do
Would be like an end of year bonus paid in December if you leave in November doesn't matter you worked for 11 months you won't get it |  | | |
| Quick question for any HR experts on 13:04 - Sep 10 with 392 views | TheChef |
| Quick question for any HR experts on 10:41 - Sep 10 by daveB |
If the rise is from the 1st September and you are no longer employed at that stage I doubt you will get anything. Morally you should but would be surprised if you do
Would be like an end of year bonus paid in December if you leave in November doesn't matter you worked for 11 months you won't get it |
Yeah it's a bit sh1t but tends to be the way.
Always leave a job post bonus, not before! If you can help it. |  |
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