Awful return to work meeting with manager...

[summerskyblue]

I have a disability/long term health condition known to my manager and HR.

I had a flare-up complicated by a secondary infection which meant two month off sick. Heard nothing from my employer during that period & they gave no acknowledgement of my sick notes. I told them in advance that I would be back this week and they made no attempt to preempt occupational health referral or reasonable adjustment to facilitate my returned to work.

Well, I had my return to work meeting and it was awful. My manager was abrupt throughout and looked pissed off when I pointed out that I wanted a referral to occupational health and would like to make an officially request home working as a reasonable adjustment for the next few weeks.

Then they told me that while I was away they permanently gave some of my responsibilities away to other people, permanently changed some of the processes I had put in place for the past three years, changed my targets (to the point that they are now impossible to deliver) and that I will no longer be part of the weekly team meeting and that instead they will meet with me separately.

They also made a few snarky remarks about how they 'could send me the notes of a team workshop that had taken place while I was away but that ''I would probably not be interested''.

Basically I am quite senior but my authority has now been undermined. I have never had any complaints against my performance before and in fact was promoted a few months ago.

But now it seems they want me out because of my sick leave.

I kept my cool throughout and emailed HR about requesting my OH referral and wanting to make a formal request for reasonable adjustments.

Inside I am really upset and angry and I have made sure I kept notes of everything that was said to me in that meeting.

Just wanted to rant really. I was so unwell during my sick leave and this is really not what I wanted to hear on my return...

Keep a note of all that and if you are up to it open a grievance. That's appalling by your manager and most likely unlawful.

Try to get some of what has been said and changes that have been made, any responsibility removed etc in writing. Send an email asking to clarify some of the points. You could copy HR in and say that you have requested adjustments under the Equalities Act.
Are you in a Union? If so contact them asap for advice and support.
Sorry you are in this position.

Write up your notes from this meeting and email them to the manager saying this is your record of the conversation, could s/he confirm this is what they agree was discussed. Keep it factual - you told me responsibility for Xproject that was mine before I took sickness leave has now been reallocated to Yperson and will not be returned to me.

Next, speak to a union representative. If you are not in a union, often you will be able to join and make a back payment to access support straight away. This seems like it is heading for a constructive dismissal situation and you need proper advice.

Next, depending what the union advises, I would ask for a meeting with your manager and HR, and you can take a union rep or another witness, and state what you want to happen - you would like a referral to occupational health, you would like to request to work from home for a period of X weeks, you would like the previous responsibilities of your role restored to you (or whatever you want).

Keep clear, detailed records of every conversation and activity.

Thank you everyone for the feedback so far. That's really helpful.

Yes, I was going to go through everything that they said and read the email backlog so I get the full picture then send in an email with various queries asking about the justification for the increased targets and the change of responsibilities.

I have emailed HR requesting my Occupational Health referral and asking for the process for my reasonable adjustments request because I am not sure if I need to speak to OH first and then they will support my request or if I need to put the request in writing now.

I was rather shocked by the barrage of information that was given to me in my meeting so I want to make sure I have all the facts before I raise a grievance, which I am likely to do.

To add to my previous, check your terms and conditions of employment because I’m pretty sure - certainly in my workplace so I’d guess everywhere - that your employer is supposed to maintain contact with you while you are on sick leave. As well as the constructive dismissal I mentioned there may also be discrimination against disability here.

I'd send an email to the manager confirming what was discussed/said in the meeting.
TBH I'm not sure you can insist on a reasonable adjustment of working from home for 3 weeks, as reasonable adjustments (for dysability) are only for conditions lasting at least a year.

Thank you @ByQuaintAzureWasp.

My health condition is a long term one and qualifies as a disability. I had a shorter period of absence 3 years ago and OH did a report at the time that confirmed to HR that my condition was a disability.

This is awful.
Your manager has a duty of care towards you.
How long was you off was it a month ?
Firstly they should have contacted you whilst off to check in on you. And also acknowledge your fit notes.
Secondly before you returned to work they should have discussed a phased return and reasonable adjustments.
At RTWD should have asked what support you need including an OH referral.
Id speak to HR. Are you in a union ?