Chat with Line Manager about Epilepsy, Depression and long term sick leave

iamlucky18

I've been on long term sick leave for 4 months now due to depression and epilepsy. On SSP at the mo. Line manager requested a meeting for a chat at a coffee shop this Friday.

A couple of weeks ago I was admitted to hospital for a 5 day test for my epilepsy. My LM had the nerve to ask me how I was, what the outcome of the test was, and whether I had a report. I'm sorry but I was just discharged, but how can I already have access to a report as I haven't had follow up with my neurologist yet. I'm pretty sure my LM doesn't have the right to be asking these questions; it's HRs.

I didn't reply to those questions in the email. I said to the LM that well leave it to the meeting. I've also voluntarily consented access to my health records by occupational health.

How should I play this meeting? Advice much appreciated.

iamlucky18

BTW were talking about a company that issued a formal warning despite knowing about my disability.....

paddedjohn

No advice on how to play it as you put it but if I were you I would sort out my attitude. Your line manager asked how you were and you take offence? They are only asking a simple question and sound concerned about you.

bugslet

My first thoughts, someone is asking after your health.

Hasn't there been a thread complaining that their Line manager didn't ask how they were when they were ill.

So the advice is be less prickly.

Takeaway_Addict

iamlucky18 wrote: »

I've been on long term sick leave for 4 months now due to depression and epilepsy. On SSP at the mo. Line manager requested a meeting for a chat at a coffee shop this Friday.

A couple of weeks ago I was admitted to hospital for a 5 day test for my epilepsy. My LM had the nerve to ask me how I was, what the outcome of the test was, and whether I had a report. I'm sorry but I was just discharged, but how can I already have access to a report as I haven't had follow up with my neurologist yet. I'm pretty sure my LM doesn't have the right to be asking these questions; it's HRs.

I didn't reply to those questions in the email. I said to the LM that well leave it to the meeting. I've also voluntarily consented access to my health records by occupational health.

How should I play this meeting? Advice much appreciated.

Whether you realise it or not if the way you wrote about the situation is an indication of you spoke the LM then any good will they may have had is gone.

The fact is 4 months is long term sick, having a disability isn't a bullet proof vest against dismissal and they are looking most likely at first getting you back to work and if that isn't going to happen in a reasonable amount of time then they will look at dismissal on capability basis.

Takeaway_Addict

iamlucky18 wrote: »

BTW were talking about a company that issued a formal warning despite knowing about my disability.....

And? nothing wrong about this providing they have allowed reasonable adjustments.

iamlucky18

Takeaway_Addict wrote: »

And? nothing wrong about this providing they have allowed reasonable adjustments.

LOL! They didn't provide reasonable adjustments at the time. I had to take 40 days off in a business year due to to tonic clonic seizures and they gave my a formal warning, despite having sick notes and hospital discharge notes. And they said they will question me everytime I take sick leave due to my epilepsy.

This has fuelled my mistrust of people. This, combined with side effects of cocktail of drugs im on drove me to depression. Again, we're back at that place where people don't understand depression and that easily aggravate said person etc.

Thanks for the advice anyway.

iamlucky18

I've just read your sig - I'll go back to my counsellor and employment law advisor for advice.

Takeaway_Addict

iamlucky18 wrote: »

I've just read your sig - I'll go back to my counsellor and employment law advisor for advice.

Always wise.

Good luck.

iamlucky18

Takeaway_Addict wrote: »

Whether you realise it or not if the way you wrote about the situation is an indication of you spoke the LM then any good will they may have had is gone.

The fact is 4 months is long term sick, having a disability isn't a bullet proof vest against dismissal and they are looking most likely at first getting you back to work and if that isn't going to happen in a reasonable amount of time then they will look at dismissal on capability basis.

People sure jump to conclusions pretty quickly. Lol....

lewishardwick

iamlucky18 wrote: »

LOL! They didn't provide reasonable adjustments at the time. I had to take 40 days off in a business year due to to tonic clonic seizures and they gave my a formal warning, despite having sick notes and hospital discharge notes. And they said they will question me everytime I take sick leave due to my epilepsy.

This has fuelled my mistrust of people. This, combined with side effects of cocktail of drugs im on drove me to depression. Again, we're back at that place where people don't understand depression and that easily aggravate said person etc.

Thanks for the advice anyway.

"40 days off for tonic clonic seizures" - As an employer I would be worried you could come to harm in the work place.
"They didn't provide reasonable adjustments at the time" - What reasonable adjustment can you make for epilepsy? Would you like the workplace wrapped 24/7 in foam padding?

As others have mentioned the tone of your original post suggests you are immediately on the defensive and are difficult to cooperate with. Your line manager is entitled to meetings with you while you're are off sick.

Of course, after such a long time I'd be asking what is the plan for your condition. Do they doctors have a plan? After all many epileptics lead full and active lives with regular medication. Are you seeing support for your depression?

Be mindful, if your employer is anything like mine, if you are off sick for 6 months and it looks like you'll not retun soon, they lay you off with a final salary % and wave goodbye.