I got fired today!!

Did your colleagues all take time off for the viral illness, OP?

But that is still absence, paid or not. You were employed to do a specific role and didn’t at very short notice. Did you offer to make up the hours? Dependants’ leave is to arrange alternative childcare, not necessarily cover it yourself. You seem to think not turning up is acceptable.

Based on that, you have a Bradford Factor of 96 in under 3 months. That is pretty high, so you were let go due to unreliability alone.

How many Monday or Fridays?

Indeed.
Did you claim it as a sick day and get paid for it, op?
It should have been taken from annual leave.

There's no such thing as emergency parental leave.

To all those arguing disabled rights to the enth degree, I'm not sure you are actually doing disabled workers any favours to any potential employers that might read this thread

Can you speak to HR and ask them where they got 11 days from.

That’s very unfortunate in such a short period. But you’re posting like we said it was 11 days, we didn’t, it was your employer. We’ve no idea which if you is right,

But none were connected to your disability ?

For future info, old fashioned fluoro strip lights can certainly induce headaches. I'm amazed there are any still in existence.

Yes. If work pattern is Mon-Fri and sick day are Fri and Mon then the actual days sick are 4 inc the weekend. It’s pretty standard to count weekend as previous posters have said

Really? It's very common, I'd say normal. I've posted twice upthread exactly how it works and can't be arsed again.

@Rosscameasdoody is correct, if you return on the Monday and don't want the weekend counted as sick, make sure you put Saturday as your Fit for Work date on your self-cert.

Worked in the NHS for 30y and agree. HR do not want hassle or tribunals so shit staff stay around, claiming grievances and accusing others of bullying whilst everyone runs around them doing their work. And patients suffer. It’s astounding.

An employer can count a weekend as sick even if you don't normally work it, when calculating the length of a sickness period. For SSP, a period of sickness is defined as four or more consecutive days, which includes weekends, bank holidays, and other non-working days. That’s why when you fill in a self certified sickness form if your sickness period includes Friday and you intend to return to work on the Monday you should put your first day fit as Saturday. I worked in the employment field and saw this happen a lot - especially in public services.

I e never ever seen a workplace do that unless weekend is a working day.
]it is more likely she’s just lost track.

More likely that she had absences covering a weekend - if she was absent Friday and Monday they would have counted the weekend in between. You also have to be very careful about self certified sick leave. If your absence includes a Friday and you intend to return to work on the following Monday, then you should declare your first day fit as Saturday, otherwise, again, the weekend will be counted. Doesn’t take long for the absences to rack up.

I’ve clarified this and other points several times now - the post you quoted is from three days ago. A disabled person can declare a disability at any point during their employment - even during disciplinary procedures or on threat of dismissal providing the condition meets the definition of disability under the Equality Act and the issue at hand can be attributed to that disability - either directly or indirectly.

Had OP’s absences been attributable to her disability, she could have declared it when threatened with dismissal and that would have triggered the employers’ responsibilities under the Act - the likely outcome would have been an extension of the probationary period, along with a clarification of the employers’ expectations, as reasonable adjustment in order to allow time for her to improve,. The employer would also have had to clarify if any other reasonable measures were necessary to allow her to do the job. It seems that OP’s absences weren’t all disability connected, so it’s a moot point.

From the employers point of view, op had 11 days absence, plus was late into work several times. Op disputes the 11 days (was only six? ) but possibly the other days were due to childcare responsibilities, or if she was very late into work, maybe they marked her as half day absence.

She didn’t declare it and her stated reasons for sick leave seem not to be connected to her disability.

From your own post However,you can't bring to a tribunal due to under 24months service.

And Proving you were treated unfairly due to disability can be difficult to prove but not impossible.

If OP had protected characteristics due to disability and her absences were due to that disability, then she could have declared her condition to her employer right up to the point where they attempted to fire her for sickness absence. Disclosing her disability at that stage would have triggered the employers duties under the EA2010 and they likely would have had to extend the probation as a reasonable adjustment to allow OP to improve - the terms and conditions of the probation would have to have been made clear to her at that point, if they weren’t before.

Had they failed to mitigate at the point of declaration she would have had grounds to apply to the tribunal service, regardless of the length of service because of protected characteristics conferred through disability. The tribunal service itself decides whether an applicant has legal grounds to take a case forward, not the applicant themselves.

All of these are moot points, because it’s clear that she had excessive absence, not all of which could be attributed to her disability, as stipulated under the Act. So whether or not she was clear on the terms of probation is irrelevant - and l actually agree with you that we’re not being told the whole story here. If there was a probation period, she would have been aware of the standard expected of her.