Work related - grievance

They won’t help as the grievance has already started and unions are clear they don’t support new members with existing cases.

You can ask AI to keep to a specific number of pages. So you can say "reword the following document into a 3-page document". But you do have to edit carefully afterwards. I write up my work an ask it to be written in non-technical language. I have to carefully edit to check the meaning I have intended comes across.

To the OP - two or three pages has to be enough for a main letter. If that does not include all of your information, then add it as appendices. So you say "see appendix 3" and add your screenshots or other evidence. You can have multiple appendices but only the succinct letter.

Good luck

Are you maybe looking more for a settlement agreement for them to let you go? Are you looking to discuss this with your employer an a ‘without prejudice’ basis? I’m in a different area of law. If you can afford it I’d definitely recommend legal advice. I know three different employment lawyers at different firms, who are all extremely good. I don’t know what their fees would be but perhaps someone could give you initial advice for a modest cost (this is still likely to be 2-3 hours work so maybe in the region of 750 plus vat and I don’t know if that’s something you could afford given you’re about to go on ssp). I work with a disability and some employers are awful. Occ Health can also be very much ill informed and the nurse I spoke to their knew nothing of my condition and just assumed points which were about 30 years out of date and only backed down when I asked for full credential to pass to my consultant as her advice differed to his.

I hope you can get this sorted.

I think try and minimise emotions and things that aren't concrete facts.

Try and bunch the grievances into categories. So disability, misconduct, bullying, etc. then look at each and work out on turn if they are all serious enough to include.

An employment law solicitor would advise. Might be a good investment. I have actually done this and she was good at keeping the important stuff and getting rid of the waffle. Beware of a need to vent.

So for some perspective - racial discrimination claim, member wanted £40k. At point of ACAS they were offered 10% of that and the solicitors would not have taken the case. That’s where it was settled.

another case is heading through tribunal but that one is being managed outside the union because the likelihood is that there is on a 15-20% chance of success. That’s a disability claim too.

i know of only one case where the payment was in The tens of thousands - that was settled through an agreement but the employers had acted so unbelievably unreasonably and publicly that they absolutely did not want to go to tribunal as the reputational damage would have been extensive.

so again do your research

The promptitutes are out in force today.

It sounds like you want a without prejudice discussion about the possibility of being paid to leave. You might get 3 months pay for this, depends on a lot of things.

Biggest tip from reading this, summary page.

if you ask chat gpt to do a summary page, tack it on the front, and then link the bullets from the summary point to a section or page in your full evidence pack.

then if only one page is read they still understand the nature of the grievance.

It sounds like a toxic and damaging workplace. I’m not surprised you feel aggrieved. It sounds so wrong.

But
whatever happens, it is vanishingly unlikely that anything will happen to your horrible boss. And it’s unlikely any battle you fight will cause your employer to change culture.

So you need to really think about what you want to- and can - get out of a lengthy grievance and subsequent legal battle. Be aware that whatever monies you might get in court, these will come to you way way in the future, they will not tide you over right now. In fact you might initially spend a lot on funding your case.

At this point I think your best bet is to try to agree a negotiated exit (ie money to go away).

in your situation I would suggest the following

1. raise a formal grievance solely focused on disability discrimination.
2. When (inevitably) the company decides it hasn’t discriminated against you put in an appeal.
3. at this point, consult an employment specialist solicitor to ask (obviously taking their advice) them to approach your employers regarding a without prejudice discussion about a settlement.
4. move on with your life and a bit of extra money

Alternatively you can fight them about everything they’ve done wrong all the way to a tribunal on principle. But even if you win, they are extremely unlikely to change any of their working practices.

I wish you luck with whatever you decide 💐

5% if constructive dismissal cases succeed. And @ExtraOnions is right: if you stay employed past the “last straw” event, you’ve a snowflake’s chance of winning.

It’s not a Constructive Dismissal as you still work there. Constructive Dismissals are quite hard to prove. In this case, as you have not immediately resigned, and are still working there after the events have occurred, it could be concluded that the events did not cause your resignation - even if you resign at a later date, this would still be the case.

What is the outcome you want ? A constructive dismissal pay off? Unlike it from what you have said.

Is the organisation big enough that you can move to another department, under a different boss who you would trust to manage you well?

I am not an expert, but am of the understanding that constructive dismissal is very hard to prove and that if it got to tribunal it would need to be proven that there was literally no other option, whatever the employer did.

Have you specifically asked ACAS their views or resigning?

She literally says ACAS won’t (actually, they can’t) read it before she sends it.

OP, I’m a HR Director and implore you to be careful using AI to help with this. It might be able to help you focus your points but we are getting grievances that are 60+ pages which have clearly been generated by AI and giving all manner of incorrect legal claims and it’s an absolute nightmare to resolve them properly. I wouldn’t worry about being a bit wordy, but maybe write a list of your main points and then build 1 paragraph around each one. That should keep you on track.

You can’t claim constructive dismissal if you haven’t resigned. As another poster has said you would need to resign now and then hope that in three or four years you get a positive outcome from a tribunal.

This is why you need expert support… the tribunal dates are speeding up but will be at least 12-18 months in the future AFTER you have resigned and gone through the ACAS process. And you need to be aware of what a tribunal may give you… in all but the biggest of cases the awards aren’t life changing money.