I joined after an AWS-focused interview process and initially worked with Terraform and AWS, but was soon moved onto a long-term front-end-only project with no cloud involvement. The client site was around 200 miles away, despite my contract specifying a 30-mile commuting radius, and I was expected to commute weekly largely in my own time on top of a 35-hour working week, without compensation for the additional travel time. I raised concerns early about the role mismatch, travel expectations, and a known health condition that made prolonged sitting difficult, but no meaningful adjustment was made. Given the high turnover and uncertainty around available work, I felt pressured to continue accepting the commute because I believed refusing unsuitable work could put my role at risk.
I was later asked to sign a new contract removing the commuting radius and to formally change my job family to Front-End Developer, despite that not being the role I joined for. When I declined, I was told I would need to go through a panel to move into cloud engineering. I was also subject to a formal investigation that I felt could have been handled more sensitively, with clearer communication and a less isolating process. The situation caused significant anxiety and required me to take time away from work.
I was eventually removed from the client project, with profitability cited as a factor, despite the client having indicated interest in continuing the engagement for another six months. I was also unable to continue with the client through another company due to restrictions linked to the digital exchange programme enforced by Leighton, despite this being wanted by other parties involved. Shortly after being placed into the talent pool, I was made redundant on the basis that there was no suitable work available and nothing foreseeable in the pipeline.
