You can challenge the warning, however, although best practice does say that disability related absences should be recorded seperately it doesn't mean that they can't ever take action against you for poor attendance and they can actually look at your all absences (those related to your disability and non disability related) if they choose to.
Wondering if anyone can help? I suffer with PND & have been medicated for the last 3.5 years, with the medication I am fine (ish!) and manage my role & hours at work fine. Last year I had a nightmare at work when trying to re negotiate my flexi working hours, it was totally unnecessary & I was apologised to be my line manager for the stress etc - as a result of the situation I ended up off work for a couple of months, on sedatives as well as higher anti depressants etc.
Occ. Health were involved and supported me whilst off and in my return to work & advised me that my depression due to the severity and the length of time I've had it covers me under the Disability Act (??). Anyway despite this, on my return to work I was given an informal warning for my Bradford Score.
Unfortunately since August last year I have had 2 periods of sickness, one 9 days and one 4 days (both certified), which had bumped up my Bradford score. I have now been called for a formal warning.
My employer's sickness policy states that sickness relating to a disability absence should be recorded separately to normal sickness, if they were following this my score would be 72.
I am right in challenging the formal warning? From what I've read any 'disability absence' should not count towards formal action & without it my score is absolutely fine. If I was to apply for another role in a different department or go for promotion my Bradford score would be disclosed as would a formal warning.