3 days ago
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Each week, Dr Kirstin Ferguson tackles questions on workplace, career and leadership in her advice column Got a Minute? This week: being asked to put your career on hold, accusations of wage theft and how to handle questions about your age in the office.
I am a female leader in a job I love. I recently asked my senior manager about the possibility of a remote working arrangement, as my husband has been posted overseas. We have the processes to allow for this to happen and others have been given permission, but my manager won’t support me to do so, saying, “We all go through periods where we have to put our careers on hold to support our partners.” I am so disappointed to see this sort of attitude, despite efforts towards progress, especially for women at work. What are my rights to contest?
Your disappointment is understandable and given it sounds like you will be moving overseas regardless, it is definitely worth pursuing every angle to see what might be possible.
My first advice is to reinforce to your employer how committed you are to them. Let your boss know you want a long-term career with the company and want to find a way to make this work. I would be open with them about not wanting to put your career “on hold”. Let them know you will be working overseas, will have full capacity and want to make sure the work you will be doing is with them.
I would explain exactly how you see that working and think through some of the benefits in terms of being available after hours (Australian time) if that is a selling point. If they still say no, find out precisely what the objections are – what are the “operational reasons” – so you can try and overcome those practically and theoretically.
If all those strategies fail, you could pull out the big guns and explain you are concerned the discretionary nature of the decision, given others have been approved in the past, is disproportionately affecting women (especially if the others who have been approved have been men). The reality is it is less likely men would be told they need to put their career on hold. I would hold this argument though until it is needed. And if it is, you might also want to contact Fair Work for advice.
I am a working mum and balancing everything in my life is incredibly difficult. My workload has progressively increased over time to the extent I work weekends and late into the night. When I raised concerns with my manager, I explained I felt I was a victim of wage theft. I am now being ignored, despite previously being treated as one of our teams strongest assets. This shift has left me unsure of how to move forward in an environment where raising legitimate concerns are dismissed, and I am sidelined. How do I handle this situation professionally?
You have a few things going on here so let’s separate them out.
First, your increased workload. While there are periods where extra effort is expected, ongoing unpaid overtime is generally not simply “part of the job”. Even those who work traditionally long hours, like accountants and lawyers, have found themselves in hot water over these kinds of expectations. If additional hours are routinely required to meet expectations, that’s a resourcing issue, not a personal problem.
Second, the reaction to you raising concerns is a red flag. Being sidelined or ignored after flagging workload or potential wage issues can feel punitive. In Australia, you have the right to raise concerns about pay and conditions without being treated adversely for doing so.
That said, the way you raise issues can make for a productive or combative conversation. In these kinds of conversations, to get the best outcome you can, you are best to stick to facts: hours worked, duties added and the impact on your ability to perform sustainably. Using terms like “wage theft” will immediately get your boss on the defensive.
My advice is to document all the additional hours you work. Then request a further conversation focused on workload prioritisation and expectations, not blame. If that goes nowhere, Fair Work can provide guidance on hours, pay and protections, and your union (if applicable) may also assist.
