I manage a very tricky member of my team. She had previously been unwell for a while with a condition that’s treatable - she initially had a very long spell on sick leave then a very long phased return. Shes back FT now but has hung on to one day a week WFH. This was agreed with Occ Health and on the advice of HR we were told that this was considered a reasonable adjustment.
This condition seems to improve when it suits and when she thinks there’s a risk that the WFH will be revoked or there’s grumbling about it then it flares up again, despite it being a condition that once treated should be cured. She’s constantly pushing the GP and phoning up consultants but from what she’s saying they can’t find anything wrong with her now.
It should be noted that Shes got an ulterior motive to WFH one day a week which I won’t go into here as it could be outing.
We’d Like her back in the office FT - admittedly there’s not too much of an effect on the business but we know that it’s not being done to help her health, it’s being done for other reasons and quite frankly it’s not fair to the rest of the team who would probably all like a day at home.
HR are not being terribly helpful and are saying that we should take everything she says at face value and as it’s gone on for so long it could now be classed as a disability.
Theyve suggested that we call a meeting with her to try and get to the bottom of exactly what is the matter with her but they’re also advising that we tread carefully.
It doesn’t help that the woman is quite militant and seems to tho k she’s knows all the laws and what she’s entitled to.
If there are any HR professionals that could give an idea how best to proceed I’d be grateful.