Can anyone offer any suggestions

madvixen

I was diagnosed with a disability in March of this year following a period of absence from work. Since then, I have been on a return to work programme with my hours being increased as advised by the work OH team and my consultant.
In December, I was told that working part time (3.5 days out of a contracted 5) was no longer sustainable to the business and that they may have to let me go.
Yesterday, I had another meeting with OH who do not feel that I will be able to work full time for at least the next 6 months. I am faced with losing my job within the next 6 weeks.
The only adjustment that has been made to my job is the reduced hours and, as we are currently undergoing a merger, there are no vacancies that I could transfer into.
When they mentioned about possible dismissal, I was told that all I would receive would be 1 months salary. I am aware, however, that ex colleagues have been given 3-6months salary in circumstances where they have been dismissed due to performance issues.
I do not want to leave my job but I certainly do not want to be sacked.
Could I be proactive and approach work with a suggested dismissal package rather than waiting for them to sack me? If so, what would people suggest is a reasonable package to offer them? I'm now at the stage where I will walk, with suitable renumeration, rather than allowing this to drag on further.

dori2o

madvixen wrote: »

I was diagnosed with a disability in March of this year following a period of absence from work. Since then, I have been on a return to work programme with my hours being increased as advised by the work OH team and my consultant.
In December, I was told that working part time (3.5 days out of a contracted 5) was no longer sustainable to the business and that they may have to let me go.
Yesterday, I had another meeting with OH who do not feel that I will be able to work full time for at least the next 6 months. I am faced with losing my job within the next 6 weeks.
The only adjustment that has been made to my job is the reduced hours and, as we are currently undergoing a merger, there are no vacancies that I could transfer into.
When they mentioned about possible dismissal, I was told that all I would receive would be 1 months salary. I am aware, however, that ex colleagues have been given 3-6months salary in circumstances where they have been dismissed due to performance issues.
I do not want to leave my job but I certainly do not want to be sacked.
Could I be proactive and approach work with a suggested dismissal package rather than waiting for them to sack me? If so, what would people suggest is a reasonable package to offer them? I'm now at the stage where I will walk, with suitable renumeration, rather than allowing this to drag on further.

You cannot be 'sacked' for the problems you have with your health, but they can terminate your employment on the grounds of capability, which on a reference would be better than 'being sacked'.

How long have you worked there? You have a right to be paid at least the statutory amounts for the termination of your employment. What does you contract of employment say about terminations?

What is the disability and what problems do you face? Is this condition related to the work that you do?

What adjustments have they 'considered'? Your employer has a duty to 'consider' all appropriate reasonable adjustments. Are there others in the company who work part time? Why is part time not an appropriate adjustment for the company?

Do you have a company pension? Does this cover ill health retirement?

You may get a better response to this question on the Employment and jobseeking board. SarEl usually has a very good knowledge of these situations.

Whatever you do, do not walk just yet (you continue to accrue holiday pay etc whilst you remain in work), keep notes of every meeting you have both with your employer and the OHA.