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There are a number of legal pitfalls associated with exercising this option which for the unwary may result in unanticipated liabilities for the organisation. If you plan to stay on with your current employer, you will need to demonstrate your commitment and alleviate any concerns that your supervisors may have about your attitude. One surprising thing about demotions is that they often follow on the heels of a promotion. An employer may look to demote an employee for a number of reasons: Based on work performance. Here's what to do if you decide that staying isn't going to work out, and you need to find another job: Don't quit. (Respondents who said they have been demoted. After all, demotions don’t come out of the blue. Or, if you’re told you need to gain a skill that you don’t have, figure out how to acquire it.” If a training plan isn’t available in your role, then look to create one for yourself, Britton advises. How working for a bad boss made these women better, I figured out why some people perform better than others, How to read body language and use it to get ahead, according to a Secret Service agent, 4 easy social media updates that will give your career a boost, 4 key steps to finding — and snagging — your dream job, 10 skills you already have that can reinvent your career. Usually a demotion means a loss in pay, benefits, and company privileges. Employers need to be aware also that collective consultation obligations may exist written into the employee’s contract of employment, requiring consultation with a recognised trade union or works council for example. If you're a college graduate, tap the resources, services and job listings offered by your alma mater. Having folks who can vouch for your skills and abilities goes a long way with hiring managers, whether or not you’re trying to explain a demotion in your work history. If there isn't, ask for a meeting to discuss your circumstances. When you speak with human resources, keep your tone mature and non-defensive. Lost Pay: If your team of qualified attorneys can prove that your demotion was unlawful, you can recover the lost wages which you have suffered due to the demotion, this is known as back pay. Significant causes of the demotion. How to Explain a Demotion to Prospective Employers . Employers need to tread very carefully in this regard as an employee does not need to fulfil any requirement in terms of length of service to be able to bring a claim of discrimination before an employment tribunal. This remains the case even where an employer has reserved the right under an employee’s contract of employment to change their terms and conditions of employment, given a demotion represents such a substantial change to the employee’s terms and conditions of employment. If you believe that your demotion was unfair, your next question might be, “What can I do about it?” Unfortunately, your options for handling a wrongful demotion may be limited. If you can find a way to frame the demotion as an opportunity to strengthen your skills, you should. As much as you may want to run out of the building, the best way to respond to a demotion is to take the feedback you’ve received and devise steps to improve your performance in order to show your boss that you’re a valuable asset to the company. Above all, resist the urge to dwell. It can quickly depress and demoralize. You should be prepared for your potential employer to ask about the demotion during your interview. “First, go out for a drink and celebrate, then sit down and ask yourself, ‘How do I succeed?’ Don’t try to run before you can walk. You may need to decide whether to stay with your current employer or find another job. Most workers in the U.S. are employed at-will. Perhaps you identified a weakness and took steps like courses or workshops to strengthen that area. It’s the downgrading of your job title, rank or status, with terms like “reorganization” or “reassignment.” It’s not uncommon in the workplace. When You Can Get Fired for Looking for Another Job, How to Find a Job After Running Your Own Business, eligibility for unemployment when you quit, opt to explain your position change in your resume or cover letter, how to find free or low-cost job search help. And if, following a period of consultation, the employee refuses to accept the demotion, another option open to the employer is to look to terminate the contract of employment and to offer to re-engage the employee on new terms and conditions of employment which include the demotion. Tips for Starting a Job Search When You've Been Demoted, When Employees Can be Fired for No Reason, Tips for Making the Most Out of a Casual Interview. Nearly half of HR professionals (46%) have witnessed an employee get demoted at their company, an OfficeTeam survey found. Even where consultation does take place, employers  needs to be careful not to put undue pressure on the employee to agree the change given the consequences of refusal. For example, employees can be demoted in order to eliminate duplication after a merger, to reorganize or streamline an organization or for poor job performance. As with any loss, it will take some time to work through these emotions before initiating a strategy to move on with your career. While this doesn't have to be a deal breaker for the position, you should try to frame that transition in the least damaging way possible. seeking out professional development opportunities. The consultation process itself needs to be carefully considered. Being demoted is painful - you can feel rejected, unwanted and unappreciated. You thought you were doing fine, even moving up the ladder at your company, and then you got called into your boss’s office. Keep a High Standard of Work Your status will automatically change to Idle and Unknown over time, so update it weekly while you’re looking for work. It is for this reason that employers often decide to employ this tool in introducing new terms and conditions of employment. It should be for a sufficient length of time to allow meaningful consultation to take place between the employer and affected employee, involving a series of one to one meetings within that period providing both employer and employee with a forum to discuss the proposed changes and for the employer to obtain feedback from the employee.

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