Hi There, I've been there for 3 years - it isn't just one slip up, and sharing information from a fit note is a serious breach of the data protection act. I haven't been receiving full pay for several months - causes of my anxiety and depression are work related. I can't go back if there is no role for me to go to because they haven't made the steps to allow that to happen. I haven't listed everything (it would take up too much time) and really my question was around them wanting to offer me redundancy (and the bare minimum) instead of a compromise agreement. Can they do this if my job isn't being made redundant?

Hi There, I'm seeking some advice on an issue I'm having with my employer. I have been off sick with anxiety and depression since march - in this time I was also made homeless which my employer was aware of. Occupational Health services advised my employer at the end of June that as long as they created a supported return to work and followed their recommendations I would be ready for a phased return to work by the end of July. The subsequent meetings with my direct line manager was a conversation about why he feels I'm not ready to return back to work, some of the reasons being that 1) Conflict might cause me to breakdown 2) Not enough has changed in my personal life to support my return back to work 3) My reasons to return to work cannot be financial (specifically in regards to me being homeless). My line manager has also shared my fit note with one of my colleagues who has then asked another employee what the address on my fit note was to me (basically trying to see if I was lying about being homeless). I have since raised a grievance and advised there have been serious breach of my mutual trust and confidence with the employer and as such it would be impossible for me to return to work. I have advised I am seeking to resolve this with a compromise agreement which I feel would be fair at a 12 month settlement. Unsurprisingly - my boss's line manager has come back and said that this is unrealistic. She has advised me that if I didn't want to come back to work (not that they have offered for me to come back) that they would be looking to offer me redundancy and the legal minimum - she has advised at a stretch they might extend this to 3 months. During the grievance process - I have not been asked at any investigation meetings to define my grievance. I also feel they are going to try and say I have created a "consipracy" with other members of staff in regards to the breach of my data protection rights. Does anybody have any advice at all? I don't believe they can offer my redundancy instead of a CA? Especially since my role is not redundant - they have someone covering me as a secondment at the moment. I also have had no disciplinary issues and have always been high achieving - is 12 months salary unreasonable? Thank you for help here