TFLI Reviews

None that I can think of.

What's concerning about this company is their lack or regard for following basic employment rights in relation to fair processes. I was hired, more than likely due to my neurodivergent background, to take on a roll that saw me develop a system to help this company carry out an important task. I had never worked a position like this, but being that I am a task focused neurodivergent person, I was likely seen as a great fit. Unfortunately within the first few weeks of my time there I was off sick with critical food poisoning which left me in hospital for a day. I followed the companies own sickness policy to the letter, and I even called in (to an answerphone) every morning to check in, explaining I was working from home while I was bedridden. No one called me back, or messaged me. At this point I had already completed the first main stage of the task I was brought on for, and it had been at great benefit to the company as I was told this fairly often. In fact, during my time there I was routinely praised and had no reason to believe I was in any way doing anything wrong. So I was fairly surprised when at the end of my first day back after my serious sickness, to be lured into what I thought was a meeting to conclude the days findings only for it to be my termination from the company. No warning, a very vague and non-specific reasoning, and that was that. As someone who once worked within a management position, I had to laugh, as there's no way in a million years I'd have pulled that sort of chicanery at any point in my career. The company is known to follow usual protocol and policy with issues arising in employment, such as offering remedial action plans, or discussions of misconduct. None of these were offered to me. One moment I'm doing the job they asked me to do, and being told that I'm doing very well and there are no issues, and the next moment I'm not reliable. A week off for serious sickness is not a valid or for that matter legal reason to terminate someone, especially when there's no discussion at all. I was working on my projects from home, and doing my best to get back in. So there's some obvious glaring questions and concerns about why a neurodivergent employee with protected characteristics doesn't get given remedial action plans like other employees have while I was there. And it's sad to say that I believe, like far too many companies at the moment, it's all too easy to take on a Neurodivergent person, use them to get a project sorted, and once it's up and running, throw them out of the door without warning and with a vague excuse as to why. These are only my speculations of course, but it's all a little bit convenient and utterly wrong. My advice to anyone, be careful, take notes, cover your back. Just because a company looks good and seems friendly and approachable, doesn't mean they won't take advantage.