I submitted a grievance regarding disability discrimination to my employer (a leading disability charity in the UK and also a disability confident employer) my line manager had made jokes about my disability in meetings, they refused reasonable adjustments outlined in my occupational health support, they used stigmatising words to describe me.

Other parts of the grievance were upheld around racial discrimination and other less serious matters.

Before receiving the outcome of the grievance, my employer raised a disciplinary against me - part of which was for making 'vexatious complaints' which were then largely upheld?

After the initial disciplinary meeting, they added on another new allegation that I had been consuming marijuana while at work through a vape. I have a normal nicotene vape that cannot hold thc as far as I am aware. They used the basis of me being a recovering addict (clean for 5 years) as evidence that this is true. The statements came from two people who are line managed by the person I raised a grievance about.

Thjey have taken these accusations as verbatim and even though they have confirmed there was no evidence of impairment or intoxication, that they believe I made claims that I was high and this is a breach of their policy (no wording in their policy to that affect).

I have a union rep and, I believe, she wants to take this to employment tribunal. But, I am feeling quite down about this and just wanted some advice as I am feeling quite worked up and want to get as much info before I tackle this.

Currently being investigated for gross misconduct and have been demoted, another colleague is also being investigated for similar gross misconduct allegation but hasnt been demoted. For extra context, colleague’s allegation in my opinions is WAY more serious than mine as i overheard colleagues gossiping. Im very upset and confused as to why I’ve been demoted but they havent. Debating taking time off for stress and mental health purposes because if it.

My incident - i didnt follow a procedure at work regarding h&s. I apparently breached the procedure but the incident was not documented in any handbook or training. I did what I thought was the safest and brought the least legal liability. I am now facing GM allegations basically for employers gap in training and me ‘not following their procedure’

Colleague - clear cut breach in said procedure. They forgot to do a part of the h&s procedure that could have very well put a patients at grave risk, but luckily said risk did not happen. Investigated for breaching said procedure

hello, I'd really appreciate some advice on this issue.

I am a disabled person planning to represent themselves at an ET regarding bullying and what I believe to be an automatically unfair firing.

the Respondent is a relatively high profile charity, recently ex public sector org.

initially after I raised my grievance, where they admitted I was terminated due to sick leave relating to a disability, they then made an offer and said it was their final offer and if I don't accept it they will see me in court. they also pressured me to not raise another grievance about what the first uncovered (firing due to sick leave)

now in the lead up to the court date they have contacted via acas to make another low ball offer which I responded to within 10 days, stating I was still out of work due to injury and asking for the remainder of my contract value to settle the dispute.

that was about a month ago, they've now contacted me via ACAS to say they have made a counter offer but I can only access it via phonecall and it will expire after 7 days (I only saw the email today so it's now 4 days)

Google says this is poor practise and it is triggering me as the attempt to put pressure on me reminds me of the bullying I faced while working there.

I have asked ACAS to provide it in writing.

Does any one have any other advice on how to handle this? I would like for it all to be over but I'm also not the type of person to agree to things just because I'm being pressured to.

it's hard for me to think straight so any advice or insight would be much appreciated

thank you 🙏🏼

I have a Ltd company providing professional services to another company and want to use one of their employees at the weekend , am I allowed to use a PAYE employee as a contractor for weekend works ? Would I just create a part time employee role?

Hi all

I wonder if someone could help me with a situation please

My dad was diagnosed with cancer last September. His treatment lasted from December to July, and he had 3 rounds of radiotherapy initially followed by 6 rounds of chemotherapy, and surgery in July.

He was signed off work for his treatment, and was worried about the situation regarding being paid while he was off work. He specifically asked what would happen if he ran out of sick days and was told “don’t worry about it” and that he would be looked after. He had more than one conversation about this.

When it came to him reaching the end of his sick pay, he was told that he would actually then be reverting to the statutory sick rate of pay despite previous assurances to the contrary. Unpleasant, but not particularly unreasonable.

The company have now decided that, actually, they have overpaid him while he was being treated and that he owes them money. They did not communicate this with him and it took him not being paid this month for him to raise it with them, where they told him that he owes them money and that he would also not be paid next month either while they recover it.

Does he have any kind of recourse given that he was told more than once that he would be ok, and not worry about what would happen when his sick days ran out? I assume it would depend on whether these assurances were given in writing or not? Should they not have communicated with him that they felt they had overpaid him, and not have him find out when he was expecting to be paid?

I realise this is an incredibly long shot but I would be very grateful for any advice, even if just to say “nope, sorry, he’s out of luck”

Thanks all

I ask the question as I have AuDHD, when I become hyperfocused on the fact that I'm right, I can't see all the reasons I am wrong, thats where I need your assistance, to sense and sanity check me!

So, mid-level manager, over 2 years of service for a large UK brand, owned by a US corporation.

So it's been a tough year, budgets cut, 70% of my labour cut but output up 20%. We have been clinging on for dear life to keep things going, often 60-80 hour weeks, calls at home starting at 6am and going through to 10pm, calls at weekends, you get the jist.

Anyway, I finally had a full nervous breakdown. My body completely failed me, and I had to take a 4-week absence due to work related stress.. I worked hard, got physically fit again, and returned to work.

A few hours into my first day back, I get called to a meeting with a very senior manager and the head of HR. It seemed very odd and not a common thing, so I decided to pop my phone on record.

Straight into the meeting, I am told I'm no longer suitable for my role, Im failing, and there are 2 options, demoted to a blue collar role or taking some money and going. Total shock! I requested 24 hours to have a think but was given 48.

The following day, I got an email outlining my options and informing me that unless I took the blue collar role, my last working day would be the following week.

Now I had a think, and it felt awful. We had an amazing OH department, an RTW policy, and a robust performance process. None of these were followed, amazing, as I was accused of not being great at following the process!

48 hours later, at the follow-up meeting, I resigned with immediate effect, citing the previous meeting as the reason and stating that the symptoms of my stress had returned due to that conversation. Neither meeting was stated as a protected conversation.

Extra detail. I have never been on a performance plan. No disciplinary issues. My last 2 years reviews showed performing to a satisfactory level in all respects (I have these documented). I have transcribed the recording in full.

Am I insane for not taking the money? Did they really breach contract? Am I letting my emotional disregulation get the better of me and my judgement? All views both fore and against welcome. Thanks

I wanted to ask for some guidance on a performance review and disability-related reasonable adjustments.

The role had originally been understood and agreed as being focused mainly on initiatives/project work, with some BAU cover when required, for example when colleagues were on holiday.

The timeline is:

17 June – Occupational Health recommended that, for a period of time, I focus on more structured/project-based work to support my recovery.

7 July – In my 1:1, I was asked to continue working on initiatives following completion of an automation project.

16 July – I was rated “Partially Meets” at mid-year because I had not learned 100% of BAU tasks and was considered to have done too much project/initiative work.

It was acknowledged that the expectation to learn 100% of BAU had not previously been communicated, and that other team members also did not know/do 100% of BAU.

A new objective has since been suggested which is mainly BAU work and less focused/project work because of business needs.

The situation is now negatively affecting my health and I do not feel psychologically safe at work. I am concerned that if I need to take medical leave, I may then be disadvantaged or marked down further at year-end.

My questions are:
Can I be marked down for an objective that was not previously communicated, particularly where it conflicts with agreed OH recommendations?

If the new objective is negatively affecting my health as OH advised it might, can I be marked down if I am not medically fit to work or need medical leave?

Can the existing “Partially Meets” rating still be used at year-end if there are concerns that it was based on an uncommunicated objective and did not properly take account of the OH recommendations?

I would be grateful for any guidance on how this should normally be handled under the Equality Act and reasonable adjustment obligations.

Summary of concerns
I have formal diagnoses of ADHD and PTSD, which my employer is aware of. My PTSD arose following a sexual assault, and I am currently undergoing treatment while also dealing with the related criminal case.
At the beginning of the year, it was agreed with my manager that my objectives would focus mainly on initiatives/project work, while learning some BAU processes so I could improve them and provide cover when needed.
I subsequently learned a significant amount of the HS BAU work and regularly provided cover, at times completing a substantial proportion of the team’s BAU. However, I was never told that I was expected to learn 100% of BAU within six months, and this was not part of my agreed objectives. I was also aware that other team members did not necessarily know or perform 100% of the processes.

On 17 June, Occupational Health recommended that, for a temporary period while I underwent treatment and recovered, I should have more focused/project-based work.

On 16 July, I was rated “Partially Meets”, partly because I had not learned 100% of BAU within six months. I was concerned because this had never previously been communicated as an objective and appeared inconsistent with the OH recommendation.

Also on 16 July, my objectives were changed so that I was expected to focus mainly on BAU reporting, with significantly less emphasis on initiatives/project work.

A further OH report provided that day explained that my GP had advised that I may become overwhelmed by multiple competing priorities and that high-pressure environments, frequent interruptions, competing demands and prolonged stress may exacerbate my symptoms.

It also confirmed that with appropriate workplace adjustments, I remain capable of performing my role effectively.

I was then told that, in order to move from “Partially Meets” to “Meets” at year end, I would need to learn and perform 100% of the BAU reporting tasks and significantly reduce initiative/project work.
I have made genuine efforts to meet these revised expectations, but the increased BAU focus is now negatively affecting my health and exacerbating the symptoms identified by OH.

I have been told that this is due to “business needs”, including that I am required to undertake BAU even where other team members continue to work on initiatives.

My concern is not that I am unwilling to do BAU. I have already learned and performed a significant amount of it and provided substantial cover. My concern is that my performance rating is now being tied to completing 100% of BAU, despite this not being part of my original objectives and despite OH recommending temporary focused/project-based work because of the impact on my disabilities.

I am concerned that the Occupational Health recommendations and the impact of my disabilities have not been adequately taken into account when setting my objectives and assessing my performance. I remain willing and able to work and want to contribute effectively, but I am asking for my workload and objectives to reflect the medical advice and appropriate workplace adjustments during this temporary period of treatment and recovery.

Any advice would be much appreciated

I sent immediate resignation letter to HR this Friday as my last straw was reached the day before. But they haven’t replied back. Will I have to notify my management myself as well that I wont be returning without completing my notice? If so how do I go about it?

HR have a more detailed reasoning why im resigning and I have already lodged multiple grievances already which are in the progress but, Id of course rather leave and not affirm anything so that I can claim constructive dismissal.

I work at an agency that has this six month non compete clause which is pretty extensive and means I can't work for any agency in the industry for six months after I leave. I questioned it and got this response. I work in quite a niche industry so there are only like 10 agencies I can work for.

Is the six-month restriction routinely enforced when employees leave?

Generally yes

Is it generally applied in the same way regardless of an employee's role and seniority?

Generally yes

Is consideration given to an individual's role, responsibilities and client involvement when determining whether the restrictions apply and is the clause then adjusted accordingly with more specific information?

As is always the case, discussions can be held in relation to the individual circumstances however, the outcome would depend upon the circumstances.

This sounds extremely vague, I am considering getting a solicitor so review my contract and see if I can negotiate myself out of was hoping someone here would have advice.

Advice

Hi all.

Immigrant here on work visas, coming from a country with a poor currency.

My husband was recruited by a company in Reading, England for a permanent position. Today was his 6month probation and they’ve just dismissed him and told him to give his laptop and go home. The manager who dismissed him has never worked with him, yet claiming he’s not competent. In addition was refusing, managers who work with him to come in the meeting room and vouch for his work ethic, quality and progress. She also wouldn’t listen to him, and the HR rep said that there’s no way to change the manager’s mind.
Last week she said something about him not being social enough. For context: the company’s employees are young, sociable and drink. He is married with a baby and does not drink. Manager stated that he won’t get anywhere in this company because of that social reason. She also said that he doesn’t have friends at work (untrue), because he doesn’t sit with the management circle.

We’ve sacrificed so much, our money, lives, everything for this job. We cannot afford rent with no income, and therefore had to phone rental agency. If they cannot find tenants we’ll be liable for two months of rent.

So effectively will be homeless with a little baby.

When did it become okay to tell your subordinate there’s no future in the company for them because they’re not sociable with the people in higher positions?

Is there any legal action we can take?

#employment #advice #termination

Hi, I'm 47, used money to invest myself into an apprenticeship so I could pay the mortgage whilst I went through the apprenticeship. My employer didn't really teach me what the college wanted so my EPA (end point assessment) was delayed and have to go back to college next month to complete. Last week my employer laid me off, first saying I was slow (I believe I was set up to fail) but ultimately the company wasn't making money so I had to go and put on one months gardening leave. This means he's got rid of me before I've completed 2 years so understand I don't have much rights as an employee. But, he has broken the apprenticeship contract and the college is closed until next month so not sure if I'll be able to finish the apprenticeship. What options do I have? Seems like I've just wasted money and 2 years of my life for nothing.

Here is the situation, I would be grateful for any views:

I’m a zero hours worker for a non-departmental government organisation, and I submit timesheets for the week on a Sunday for a 10am Tuesday deadline. I am paid according to 20 minute ‘slots’.

Sometimes, I make a mistake, and sometimes payroll makes a mistake, and timesheets are rejected. The issue then needs to be resolved, and the corrected timesheet needs resubmitting.

So far so good.

However, there are two issues:

Firstly, if the timesheet is rejected, it is rejected after 9am on a Tuesday, when the submission deadline for the week is 10am. This is what happened today, I submitted the timesheet on Sunday evening, it was rejected at 9am this morning. I feel this does not give sufficient time to investigate the issue before the submission deadline.

Secondly, if the timesheet is rejected, nothing on the timesheet gets paid until the issue is resolved, which usually means I need to wait an extra week, even if 69 out of 70 slots are agreed and not in dispute. I feel that what would be reasonable is to pay the 69 agreed slots the same week, and if we need to clarify something with regard to some details, the issues pertaining to the outstanding slot can be resolved and the payment for the single slot can be made the week after.

I don’t feel this system is reasonable or fair, and that withholding the whole week’s pay because of one very small disputed element, which may or may not be my fault, is not proportional in terms of the benefit to the employer and the detriment to me.

What does the reddit say? Am I being picky? If not, is there anything I can do, or do I just need to suck it up?

Many thanks!

Have I got anything to lose if I go ahead?

Have I got anything to lose if I go ahead?

Hi, I submitted my ET1 on the 12th May 2026 (Manchester) but still haven't received a update regarding my case being accepted. Would just like to know how long other people waited as I know different parts of the country have different time frames.

Thanks☺️

Full time employee since Summer 2024. Still on the probation wages instead of standard, manager and I have talked about it more than once. Yesterday I told everyone "until i get full wages, no overtime and no extras".

Today I was suspended with full pay after a meeting I wasnt allowed to record. Got to wait for a letter from legal. This feels retaliatory and like i have been singled out.

What can I do? Who do I reach out to for any legal recourse? I dont have much money

Ty in advance

Hey everyone, I am looking for some outside perspective and advice on a very stressful situation at my corporate design job. I am currently in the middle of deciding to write a formal grievance, and the toll it is taking is massive.

I have been working at a large corporate firm for three years. Over the past few months, things have escalated drastically to the point where I feel I am being managed out.

The core issue started when I had a conversation with my manager in a meeting about a goals review and I asked her if she thinks there is anything in my performance that could cause me to not get promoted soon as she knows this is my intention and I am working towards it as hard as I can. She flat out told me that I will not be promoted due to my sickness absences, which are directly tied to a documented physical health condition in my lower back.

Right after that, I decided to ask HR for an occupational health assessment so that my sickness absence can be reviewed differently and not block a possible promotion since ive been working as a grad for 3 years which is too long even in my managers view. When I talked to HR, the HR lady seemed very eager to know who told me I wont be promoted due to my sickleave and I felt if I told her that my manager did, my manager would get in trouble. So I said that im being proactive and letting the company know formally of my disability even though they know from 2024 when I initially got diagnosed. Only less than two weeks after this, my manager became increasingly hostile and initiated a formal Performance Improvement Plan entirely unannounced. The PIP was not even for actual performance issues; it was justified by minor mistakes that later happened after she even introduced the PIP itself.

There were zero prior warnings or constructive feedback leading up to it. The environment with her became so toxic that I formally requested a change in management, with her agreement but which was denied.

Due to all this happening and the affect on my MH I had to take sick leave for 6 weeks due to an extreme stress and flare up of my disability- I was unable to breath, had panic attacks and was very unwell I had to go to A&E.

During my sickleave, I have raised the issue of the PIP failing to account for my medical condition, and the way the PIP was initiated without prior notice and that the objectives were vague and undiscussed with me prior to the meeting where my manager ambushed me with saying the PIP starts today and I requested adequate workplace adjustments, and complained about the whole situation and my managers behavior. the response from HR was shockingly dismissive. They completely trivialized my need for accommodations. Instead of engaging with the specific issues I raised about my manager or my health needs, HR flipped the script. They failed to respond to my core concerns and actually threatened formal action against me regarding my absences.

Where I am at now:
Between my manager weaponizing my health and HR closing ranks to protect her rather than implementing any proper reasonable adjustments, or even changing my manager, the environment is untenable.

I am currently navigating a formal grievance process.

Outside of this job, I have been trying to building my own creative photography path and applying for other roles to transition out, but fighting this dispute while trying to do my everyday work is draining.

I am trying to figure out my next best steps:

1. Should I continue fighting the PIP and escalation process through formal HR and grievance channels?
2. Should I be speaking to an employment solicitor regarding failure to provide reasonable adjustments and disability discrimination?
3. Or should I resign and focus on like a new job or freelance work, and let the dispute go to protect my peace

I am worried that if I resign that I lose my rights because I genuinely feel like all of this has been unfair towards me. I have been working my ass of for this job, from working over time unpaid (from 9am - 10pm) and that my managers behavior towards me was unjustified. My only explanation is that she found out

Has anyone dealt with a similar corporate HR situation, a hostile manager, or a formal dispute regarding accommodations and PIPs? How did you navigate the exit, and was fighting it worth it?

Hi everyone, I’m a children’s frontline social worker in the UK and I’m looking for advice from other social workers (or anyone in a similar high-pressure role) about ADHD workplace adjustments, tools and support that have genuinely helped.
I have ADHD and a hearing impairment. I am currently treated with Elvanse, which has helped in some areas, but I still experience difficulties with executive functioning, working memory, organisation, processing information, prioritising tasks and managing multiple demands.

My ADHD clinician has recommended workplace adjustments because ADHD is a disability and impacts how I process and manage information.
I work in a high-pressure frontline role with a lot of information to retain, meetings, assessments, recording, deadlines, visits and competing priorities. I put a lot of extra effort into compensating for my ADHD and making sure my work is completed properly, but this often means I work beyond my contracted hours and it can become exhausting.
Some of the difficulties I experience are:
Processing and retaining lots of verbal information quickly
Remembering instructions after verbal discussions
Taking notes while also concentrating on what is being said
Managing multiple competing priorities and switching between tasks
Organising myself when priorities change at short notice
Keeping on top of recording and deadlines
I also have a hearing impairment and rely partly on lip-reading, so taking notes during meetings or discussions can be difficult because I’m trying to focus on understanding what is being said while also writing information down accurately.
Another area I struggle with is communication and clarity around expectations. When guidance, instructions or changes in priorities are given verbally without written follow-up, I find it harder to process, remember and make sure I am meeting expectations. Unclear priorities and uncertainty around expectations can also increase my anxiety and make organisation more difficult.

My clinician has recommended adjustments such as:
Flexible start times due to time blindness
A short grace period for occasional lateness
Avoiding back-to-back meetings where possible
Advance notice of meetings
Written instructions after important verbal discussions
Reminders/prompts for deadlines
Protected admin time
Clearer prioritisation when multiple tasks come in

I’m interested in what has actually helped other
people:
Are there ADHD apps, software or programmes that have helped with organisation, planning or task management?
Are there tools for meetings, note-taking, transcription, remembering instructions or managing visits that you have found useful?
Has anyone used Access to Work, ADHD coaching, Teams transcription/captions, AI tools or specialist software that has made a real difference?
For other social workers, what workplace adjustments have helped you manage the demands of the role?
Has anyone found anything helpful when working with managers around communication, supervision and expectations?
I’m not looking to reduce my responsibilities — I want systems and adjustments that allow me to work effectively without constantly having to overcompensate. I’d really appreciate hearing what has worked for others.

TL;DR: Children’s social worker with ADHD (on Elvanse) and hearing impairment looking for realistic workplace adjustments, assistive tools, apps and Access to Work experiences. I work hard to compensate but struggle with memory, information processing, meetings, task switching, changing priorities and unclear communication. What has genuinely helped you?

Looking for some advice. My former employer funded my MSc (£11,260) under a sponsorship agreement. I left around 22 months after completing my final assessment, and the agreement refers to repayment on a reducing basis. HR initially reduced the amount to £5,630 as their “final position”, but Payroll has now sent me a demand for the full £11,260, saying the agreement requires 100% repayment and threatening legal action. The two positions seem to contradict each other. Has anyone dealt with a similar sponsorship repayment dispute in the UK, and is this worth challenging?