Your absence management procedure is very similar to the large company I recently worked for- 3 absences trigger a disciplinary, absenses are classed as PERIODS of absence- not by how long the period is. I take it they haven't used an AXA type referral service as you would have been made aware of it (signed paperwork giving them access to your medical records, you would have been contacted by a representative who would have talked to you about your condition, etc)... very big companies tend to use services like this so they can get recommendations on how they can try to ease you back into work, what support may be necessary, etc. Again seems a little odd they haven't given you the support of keeping contact with you through meetings- very informal ones where they will have catch-ups with you. This again is quite standard procedure with large companies managing long-term absence- be they in a neutral place, by home visit, or if you feel comfortable enough to come into work, in a an office with your line-manager. One of the benefits of doing this is that it makes the mental return to work less daunting... and if I'm honest it provides evidence (if needed) that the company have done their best to support you back into work... makes it easier to manage you out the business. I'm looking into a few things... I really am not an expert, so please don't take what I am going to say as anything but an opinion... in the meantime a couple more things: tough question but realistically when do you think you may have been able to face returning to work? It seems awful how little support you have been offered and I understand how daunting it must be. I know you've been there 20 years (which is massively in your favour also), but have you considered a job at a different company? Will do some googling and see what I can unearth!

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what support have they offered to help you return to work in this period? have they used AXA or First Assist or any healthcare support service to give them advice on how best to help you? have you had Wellbeing meetings? (catch-ups where you have informal discussions on how you are progressing) have they offered you staggered returns? eg coming in for 3 hours a day for three or 4 days a week, rather than jumping straight back into a 40 hour week? if you don't mind me asking, what was physically stopping you returning to work? i understand a little about mental health problems, but this is a key area they will look at. have you kept in regular contact with your employer? how long had you been at your company? have you had any action plans or disciplinaries about your absence at any point?

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done! thanks for that advice, if you could now edit your post I'm sound! on the face of it though, what dop you think is a likely outcome? cheers!

I'veno advice for you mate- am no legal eagle... but fuel prcies have come down massively in recent weeks so maybe they won't have to cull as many as they first thought? Also here's hoping the huge interest rate cut may also help them... I wish you all the best, and congratutlations about the twins on the way mate...

Have I put too much detail of my case on here? I haven't mentioned where I live, the company's name or any specifics- but if the business were to find out about this post would this harm my chances at appeal? I really do just want my job back- should I remove this post to avoid upsetting my employer?

I do not believe it is for him to "recommend" anything. It is for him as an investigating officer to establish the facts- interview people, confirms dates, actions, etc. He should then pass it onto a seperate party who will then make a decision of whether or not there is a case for a hearing or not. And then it should be a different person again who actually conducts the disciplinary, and I'm sure they should not have had any recommenedations from anyone- the investigating officer, your boss, etc. I might be wrong but I think that is dodgy. Also did you sign and date the notes taken from your investigation meeting to confirm that what they had scribed was an accurate reflection on your meeting?

Firstly, you'd be mad to resign before you have to- you could leave it as late as the morning of the disciplinary to resign. When is your disco and when did you receive the paperwork? On the investigation notes does it highlight how the investigator was recommending you resign?

Have you recived the investigation notes? I don't understand why an investigator would be recommending you resign, they are there to investigate. I take it you are suspended on full-pay?

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