u/Imaginary_Middle_709

R1 (company) and R2 (employee of R1) also representing myself!

Started EC 3/4 weeks ago and nothing back from the R (yet). There is a lot that has happened and i dont want to go on and on here and bore you all!

Summary dismissed in April regarding another issue (thats a whole other story)

Multiple claims against R1 across discrimination arising from disability, harassment related to disability, victimisation, failure to make reasonable adjustments, wrongful dismissal. One of the biggest issues was around an internal process that was carried out and in the outcome notes were several extremely personal statements made, R2 accusing me of fraud, accusing me of a grievance i raised as being in retaliation to another situation (the grievance was raised several weeks before said issue so so unsure how that can be in retaliation), also accusing me of lying about my disability and comments relating to my medical evidence as being unreliable, referencing a letter from a medical professional that my disability was exaggerated and a few more ill be here all night if i go into it! I had an appointment with my GP earlier this week and filled him in on everything that had been going on (this has been ongoing since February and my GP has always been the same handling my care etc) I showed him the notes of what had been stated and he was flabbergasted, so he is writing a complete factual summary of my disability, symptoms, etc. As part of that we got talking about how it could affect me mentally if it goes to tribunal however I am not doing this for a settlement, in my eyes someone needs to be held to account for how I have been treated and every avenue so far regarding internal processes, grievances, complaints etc and I havent received anything to acknowledge or comment regarding the issues, which I get, no matter what they say I could use it against them if they agree or disagree with my grievances.

After the meeting with my GP I have been thinking about coming out of EC and pushing forward to ET1 which today I did (email sent earlier today). Im slightly nervous because i havent given the EC the full time period and my reason for that is at this stage, I believe the tribunal process is the only route through which these issues can be properly tested and accountability can be addressed.

when it gets to tribunal will it look bad of me for not allowing EC to run through to the end?

I’m looking for some advice/opinions on a workplace grievance situation in the UK.

I raised a formal grievance against my employer on 13 March while I was still employed. The grievance related to disability discrimination concerns, reasonable adjustments, handling of sickness absence/pay, and disclosure of health information.

The grievance was accepted and progressed. I was sent written questions, provided detailed responses and evidence, and was told the concerns would continue to be investigated internally.

I was then dismissed on 22 April before any formal grievance outcome was issued.

The employer has now said that because I am no longer employed, no formal grievance outcome will be provided, although they say the grievance was still investigated internally and that any “relevant findings” will be actioned.

Is this normal practice in UK HR/employment cases, especially where the grievance concerns alleged disability discrimination and Equality Act issues that were raised while still employed?

I understand they can’t reinstate employment through a grievance, but it seems strange to fully investigate something and then refuse to provide any formal findings or outcome to the person who raised it.

Interested to hear from anyone in HR, employment law, unions, or anyone who has dealt with something similar.

Hi everyone, seeking some perspective on a procedural issue.

I was recently summarily dismissed from a large UK company (under 2 years' service). Before the dismissal happening, I had a formal grievance live regarding disability discrimination and failure to provide reasonable adjustments.

I’ve been appealing the dismissal, and today I received an email from the Director leading the grievance investigation stating that while they are "reviewing the concerns," there "will be no formal outcome provided" specifically because I was dismissed.

My understanding of the ACAS Code of Practice is that an employer has an obligation to provide a written decision/outcome and a right of appeal. Does this obligation just vanish once someone is no longer an employee? It feels like they are trying to bury the investigation findings so they don't have to admit to the discrimination issues in a potential Tribunal. I have seen online if you raise a grievance when no longer an employee then they do not have to keep you updated but considering i raised it a month before the dismissal it feels like that shouldnt be correct?

Has any HR professional here seen this "no outcome" policy used before?

Appreciate any thoughts.

I’m 31 and had around 18/19 months’ service when my employment ended.

I’m in an employment dispute and already have a representative helping me, so I’m not asking for formal legal advice. I’m more trying to sense check how large employers tend to behave around settlement.

Broadly, the potential claims are disability discrimination, failure to make reasonable adjustments, victimisation, wrongful dismissal, and wages. I’m aware I don’t have 2 years’ service for an ordinary unfair dismissal claim, so the main claims would be day 1 rights / discrimination-related claims.

The employer is a large corporate with a full HR function.

Most of the issues were raised by me internally before a later misconduct / policy-breach issue led to summary dismissal. There is medical evidence and quite a bit of written evidence.

My representative made without prejudice settlement approaches both before dismissal and again after dismissal. The employer has now responded saying they will not engage in settlement discussions at this time because an internal appeal / independent review is underway.

My questions are:

1. Is it common for large employers to refuse to engage in WP discussions until the appeal is finished, then revisit settlement later?

2. Does “not at this time” usually mean a genuine holding position, or is it often just a soft no?

3. Do employers often become more open to settlement once ACAS Early Conciliation is involved?

4. If an employer refused to engage with an earlier settlement offer, is it normal to keep the same figure later, or increase it because they passed on the earlier chance to resolve it?

I’m mainly interested in the practical side of how these things usually play out.

Thanks.