u/Murky_Ship_5024

Hi,

I’m dealing with a grievance at work. My employer is refusing to provide the investigation findings in writing before a grievance meeting, insisting I attend a live meeting instead. The grievance has been ongoing for 15 weeks at this point.

I have a diagnosed work-related psychiatric injury and my GP has signed me off as unfit for work. Attending a live meeting would be detrimental to my health.

I’ve requested reasonable adjustments- specifically that findings be provided in writing so I can review them in my own time.

My employer is saying they can’t go against their grievance policy and won’t provide findings before the meeting. They’re advising the grievance process isn’t over because they need a meeting with me before it concludes, even though they’ve sent emails saying it concluded weeks ago and that the disciplinary process was completed against the individual almost a month ago.

My question: Do I have legal grounds under the Equality Act to insist on reasonable adjustments (written findings) even if it goes against their policy?

Pinterest has absolutely destroyed its own platform with ads. Every 2 pins on my feed there are 4 sponsored posts shoved in your face. It’s beyond ridiculous now.

I’ve used Pinterest for 12 YEARS and the app used to feel creative, inspiring, relaxing, and genuinely useful. Now it feels like one giant billboard designed to squeeze every possible penny out of users.

The greed is honestly disgusting. You search for something simple like recipes, home inspiration, or outfits and most of the results aren’t even what you searched for.

How does a company look at this user experience and think “yes, more ads”? I’m genuinely sad about what Pinterest has become. :(

Hi everyone,

I wanted to ask for advice on a procedural question regarding my grievance.
My company’s Grievance Procedure requires formal grievance meetings to be held with me to discuss the grievance and how I think it should be resolved.
However, the company appointed an external investigator to conduct the investigation. I was interviewed by the investigator, but these were investigation interviews, not meetings conducted by the company as formal “grievance meetings” as defined in their procedure.
Does using an external investigator to conduct interviews satisfy the requirement for formal grievance meetings under their procedure, or does the company still need to hold separate formal grievance meetings with me?
I’m trying to understand if this represents a further procedural failure.
Thanks for your advice

Hey everyone,
I filed a complaint in late Jan this year against a very senior member of staff for sexual harassment. He’s been arrested for it.

The whole process has been a shambles. I got no support from the company, no safeguarding, no welfare checks, nothing. My manager basically told me to deal with it myself. HR staff left without handing anything over.

They won’t even talk to me now without lawyers involved. Won’t give me updates. Nothing. When I complained about the lack of support they (I hate this word) gaslit me and straight up lied which I was so shocked about. It’s all just become so nasty now.
I’ve been on sick leave because of it but I have to go back to work in a weeks time.

And now they’re advertising my job. The exact same job I do. While I still work there. I know they’re trying to get me to leave but I won’t resign.
The investigation finished weeks ago but they still won’t tell me the results. Settlement is apparently going through ACAS but nothing’s happening. Early conciliation ended over a month ago.
I’ve filed my ET1. I don’t have a lawyer.
I’m completely lost about what happens next.

Any advice? What am I meant to do if they refuse to tell me the outcome of my grievance? Is this a reasonable amount of time to wait? Can I add to my ET1 later that the process dragged on for x amount of weeks?