Demotion of role

Hello, I would appreciate some advice regarding changes being proposed to my role.

My question is:

My first consultation is Monday 16th Nov 2026.  Any guidance would be greatly appreciated.

My description below aims to give context, although I am aware that it might be giving too many details, but I am not sure what would be relevant.

I am currently employed as Head of Fundraising. Following a four-month absence due to work-related stress (the first in 26 yrs), I returned to work last week and was informed by my interim manager that a new fundraising strategy had been developed. I was told this was not a restructure and that my role, remit and responsibilities would not be changing.

The strategy only affects the fundraising function, which I lead, and developing and implementing fundraising strategy forms part of my role - I did a lot of work on this prior to my absence and completely understand that this work needed completion.  Although I was unwell for 4 months, I suggested taking leave following this due to the amount that I had accrued, and on account of them employing a contractor to cover my role until mid December, and this was agreed as 3 weeks. Despite this, I had no contact regarding my returning to work, which I believe isn't a legal requirement, but it is an organisational policy.  On returning to work I was not permitted to see the strategy before it was due to be approved by the executive team.  I mention this because developing the strategy is part of my role and my line manager was aware of my return to work date, which may be relevant?

Today, I was informed that part of my role would be transferred to a newly created management role working alongside me. Later the same day, I received a formal consultation letter and a revised job description.

The consultation letter stated that the proposed changes to my role were minor. However, the revised job description appears to have removed all of my senior leadership and management responsibilities which I can only assume transfers to my interim manager.  My hours, salary, work place benefits remain the same.

Further context - my interim manager who it appears is now a confirmed in post, is fulfllling a role where there wasn't a vacancy - the charity I work for is part of a wider group and the organisation that my now line manager was previously working for has been closed down.  It does feel that a role has been 'made' for her.  But it also means that I don't have involvement in senior management meetings that I did previously, as I am now represented by her, whilst all my peers still attend which makes collaboration awkward as they are now subject to infomration they cannot share with me. 

In addition, all roles within my department appear to be affected by the changes, although I have been advised that I cannot be informed of the changes to my team's roles or discuss the situation with them.  They have reached out to me and feel very uncomfortable that the process is not being led my me.

For further context, I have never had any performance issues in fact have always exceeded targets and have won awards for FR compliance.  So there are no issues in that respect as to the demotion.

I have spoken to ACAS, who advised me to seek legal advice regarding whether my job description forms part of my contractual terms.

Thank you in advance :-)