Employment Law - extreme stress - duty of care? Grievance?

[deepest]

I have been working full time with a large global company in a Sr position for the last 11 months (before that I worked as a consultant to them for over 15 years). There has been a major issue around my role clarity, increased volume of work load, reporting line clarity and harrassment from a previous line manager since the start of this year when a new remit for my role was put in place. I have brought this to the attention of my line manager many times who has not actioned anything and it has caused me considerable and increasing stress resulting in me trying to work from 5am in the morning, thru my holidays and late into the night to cope with the work load. The harrassment escalated and my current manager finally went to talk with the old line manager in May - after 5 months of stress - and this has now improved. However by this point I became so exhausted and emotional that I took two weeks time out to recover (using annual leave). On my return to work this week my current boss has taken me aside and put me on an official 4 week performance review. I have not dropped any balls but am aware that the delivery of my work of the last few months has been less that slick due to the intense pressure I have been under.
I have seen my GP 3 times in tha last 6 weeks as my head has turned to spaghetti. I have been put on ADs and offered counselling. I did not want to be signed off sick for stress due to pride. I dont know what to do now. I want to leave but do not want to be sacked. I feel that my boss/company did not act to support/protect my mental well being and when this became eroded (due to work pressure) have now pushed the thumb screws even tighter. Is this unfair? If I issue a grievance what will happen ? -- my boss will hate me, she will win the process and the situation will be untenable.

What would you be hoping a grievance would achieve? Where do you see this going?

How about seeing the 4 week performance review as a good thing, finally some time set aside to discuss work load and ways to help balance things?

Who will you be having your reviews with, maybe ask if HR can be present?

Sorry to sound harsh but in my experience, usually when a company starts performance management it's because they've already decided that they don't want you and are trying to manage their risk. You say you don't want to stay so what's keeping you there? Better to negotiate an agreed reference and leave with your reputation intact than leave it in their hands and end up being dismissed.

Kay probably has a point hence why I think someone from HR or a senior manager should be involved as fresh eyes.

I really feel for you. I went through similar and was really lucky as someone internally approached me about an internal secondment. I was at the point where I had no head space or confidence to even look for another outside role.

My boss made it very hard for me, gave me an atrocious reference and it all got v stressful. But it was worth it in the end. I more than proved myself in the secondment and, even though it was not an area I wanted to work in it has become a really great move for me.

My advice is get out any way you can.

Thanks All - what I have been thinking really.....there is no point initiating a grievence as I have already decided to leave - and I dont need anymore stress or complications. I just need to get out, recharge and find my confidence again.