Looking for views on reporting a manager through an anonymous Speak Up/NAVEX channel
I’m considering raising a concern about my manager through my company’s Speak Up process, which is handled by NAVEX as a third party.
The concerns are mainly around:
What I believe is repeated favouritism towards one particular person in the team.
Limited focus on the development and progression of other team members.
Concerns around psychological safety and how people feel about challenging or raising issues with the manager.
A management style that, in my view, focuses more on internal politics/gossip than team delivery.
Similar concerns about management, development and team environment have apparently been reflected in survey conducted by company roughly the past 12 months.
I’m trying to be objective and would only report specific things I have personally observed rather than making accusations about the manager’s motives.
My main questions are:
Would these be considered reasonable concerns to raise through a Speak Up/whistleblowing channel, or does this sound more like a normal management/HR grievance?
If I report anonymously and the investigation finds that the evidence isn’t strong enough, could there be any negative consequences for me?
How does the investigation normally work when the person being reported provides a different version of events?
Has anyone here used NAVEX or a similar anonymous workplace reporting system? How was your experience?
I’m particularly interested in hearing from people who have actually gone through a similar process, rather than just general opinions.

Under the advice of my manager, I placed an underperforming member of my team on a performance improvement plan. They sat through the PIP meeting and asked no questions and raised no objections, but have since signed themselves off sick, made a data access request and raised a grievance. I feel like they have pulled out every trump card they can at this point, and I am wondering what will likely happen? I will add that underperfornance was raised during their last review and the PIP was triggered because they hadn’t improved since then. From my perspective, it‘s not a means to manage them out, I genuinely wanted to seriously address the issues and coach them to the level they needed to be at. The hostility and unwillingness to engage with it is a concern for me. I’m wondering if anyone who has experienced anything similar can offer advice?

Hi all,

Throwaway account with some details sanitised to not be too specific but the process will be bullet pointed.

I applied for a job in March, after being arrested for a low level offence. A question in the application was "do you have any non spent criminal convictions?" With option for yes (give more details) and no. I answered no.

I started employment in early July. In mid July, I attended court and was convicted of common assault battery relating to my arrest. This was a drunken, totally uncharacteristic one off that I don't remember. Really bad look for me. I was given a 12 month community order and have to do 150 hours of unpaid work. I will have completed this unpaid work by the start of next week and the court order will be terminated early as a result. The conviction will then be spent.

I followed company policy and disclosed my unspent conviction. This resulted in my suspension and subsequent dismissal for lying on the application. The manager suggested, to the effect that "I should have known an arrest would have resulted in a conviction so should have disclosed "relevant information ". I appealed this decision and following my appeal, the company has apparently discovered "procedural inconsistencies " meaning they reinstated my employment and I will be back-paid, but I was immediately suspended again and a new disciplinary process is underway.

I have sought advise from unlock, who have provided references explaining to the company that there is no requirement to disclose arrests etc. I have spoken to ACAS who have advised me to see the process through and cross that bridge when I get to it. The union is also helping.

This role is not exempt from the rehabilitation of offenders act. They are entitled to conduct a basis DBS check only. The role is based in England and so am I.

I'm just posting to see if there's anything I'm missing to help me advocate for myself and give me the strongest case that I haven't lied which I don't believe I have.

Thanks in advance for any assistance.

Looking for some advice because I feel like I'm being walked into a trap here.
I’ve got a legal prescription for medical cannabis. My company just handed me a stack of 20 daily "Fitness for Work" self-cert forms to get through. The form makes you sign off saying you're totally unimpaired, sticking to your prescription, and that you've fully complied with all workplace medication disclosure and health and safety policies.
The problem is, my bosses have explicitly told me not to tell the client whose site I'm actually working on. They said they're keeping it quiet because the client will drug test or pull me off the job, and they just want me to sign these daily sheets so I can keep working.
It feels completely backwards. They’re making me sign a legal declaration every single day saying I’ve done all my disclosures and followed the rules, while actively forbidding me from actually telling the site client.
If the client ends up doing a random drug test or something happens, I’m the one who's gonna take the fall for lying or hiding it, even though I'm just doing what my company told me to do.
Has anyone dealt with this before? Am I gona get completely screwed over if I sign these? Already looking into calling Acas tomorrow, but wanted to see what people reckon.

The clock is ticking and I can’t decide… what would you do?

In England.
Being made redundant from a Big 4 firm. The offer in the SA is statutory plus 20%.

I would sign however, they haven’t met their legal obligations to offer or even discuss suitable alternative roles that I could do. There was an open role, almost identical to mine - so as close as suitable gets. They didn’t even interview me for it.

There is also some slightly more debatable stuff about how they have pooled me and others, and misrepresented our actual role activity.

A solicitor I spoke to said you can try and negotiate but that my particular firm almost certainly won’t budge. In which case I’d have to sign anyway or go to the tribunal. I could use my insurance, as this is very expensive - and I waive the 20% bump which is like £8k

(Cross-posted from legal advice UK)
I'll Try to keep this brief. I (30F) started a job on 1st June for a small company owned by a husband and wife duo. The wife is my line manager.
I found out that I was pregnant over the weekend of 13th June. It was very dramatic, there was a risk of an ectopic pregnancy and I was whisked in for a scan. We saw baby's heartbeat and while it was a shock, my partner and I were very happy. I was given a maternity appointment for the following Tuesday (16th June) so decided to disclose the pregnancy to my manager, J (40s, F).

J had a very bizarre reaction. She didn't seem to care that I ultimately said I was happy and was very offended that none of the nurses asked me if I wanted to be pregnant. She pulled a disgusted face, touched her hand to her chest and said "that's my worse nightmare" in relation to BC failing.
The week before she also proudly admitted to ousting another shareholder that she didn't get along with - J was only supposed to be employed for a year, and said she would resign due to their differences, but knew that her husband, M, another shareholder would also leave. The other lady eventually left and sold her shares. J said this in front of other colleagues and it made me feel very uneasy. I told my partner that I thought she would invent a performance issue soon in order to give me the boot.

At the end of June, I was invited to a "check-in" with about half an hours notice. I was blindsided by questions about why there was a backlog of emails (we have a large client that has their own dedicated inbox, and the oldest emails were queries that I hadn't been trained on) and a few other queries that I explained away. I genuinely felt like J had been searching for an issue and was trying to have a "gotcha" moment. She said that because I was behind in my work, she couldn't handover other things and "this can't continue". I explained I was no longer behind in my work and was ready for new tasks. She sent a summary of the conversation to me that felt a bit one sided - she had noted her questions in detail and then marked my responses with one or two words, but there wasn't really any follow up.

At the start of August, J and M went on annual leave for two weeks. One of my colleagues, K, usually works remotely but came in much more often to unlock the office. J and M were gone from 03.08 to 14.08.
Monday (16.08) I had annual leave booked, so yesterday I came into work and saw J for the first time since the end of July. She handed me an envelope (around 8am) and said it was an invite for a catchup at 8:30am. I was checking up on my emails so initially only skim-read the letter. It was an invite for a review based on the fact that my probation is due to end soon. There was a line about how we were going to address some "concerns raised in early august" and bullet points of issues.

I went into the meeting and it was a shitshow. The previous Thursday (13.08) I'd had a maternity appointment in the morning and decided to worked from home in the afternoon as it was 35 degrees out and my basement flat is cold. K also was blaring a radio, whistling along, turned all the overhead fluorescent lights on and would have really strong smelling lunches, so I also wanted to work from home where I could control my surroundings.
J folded her arms and announced that I hadn't done any work on Thursday or Friday - she had logged onto our accounting system and I had only posted items sporadically throughout the day. She had also logged into my emails and seen that I "hadn't sent many". I panicked and it took me a while to be able to even speak. she demanded to know what I'd done all day. I said that as far as I was aware, I was really busy and productive. On Thursday I had connectivity issues but stayed on top of the client inbox. Friday I'd mainly focused on filing paperwork - matching invoices to delivery notes and filing old payment runs - stuff that was time consuming but a genuine reason to not have much of a digital footprint.

I said that it's possible that my perception was warped because my ADHD had been acting up last week, I was jumping from one task to another and had problems focusing because of the noise and lights in the office.
She then pointed out that I used headphones despite asking me to only use one. I reiterated that I have an auditory processing disorder, and that it was an aid for focusing because my brain cannot "tune out" noises, I hear them all at the same volume and get overwhelmed.
J then said that K, (was not in the office Friday) had reported that I ignored her whatsapp texts and calls. I explained that I put my phone on Do Not Disturb and when she phoned the office - 10 minutes before closing on Friday - and asked me to action her emails before I left, that I got 1 done, took my laptop home and logged off after completing 3/6 of the tasks.
She asked why I hadn't actioned the emails sooner as they came in on Wednesday / Thursday and I said that none of them were straightforward and even though I knew there were lots, I got overwhelmed looking at them and chose simpler tasks instead. She pulled a face, started writing and said "so there were so many emails that you decided to do none of them?" I said that yes, that was a recognised part of ADHD, Task avoidance and Executive Dysfunction. Normally I have a handle on it but with the change to routine and with the pregnancy hormones it was worse the last fortnight. J sighed, said okay, and ended the meeting.

It was only when I got upstairs that I saw the second page of the letter, that I may receive a formal warning, have my probation extended, or even be terminated as an outcome for this meeting. The outcome was never discussed. J went home for a personal errand Tues Morning and then worked from home the rest of the day.

She has also been downstairs for the majority of today (Wed) and has now gone on lunch, so I have not had the opportunity to talk to her.

I’m really worried now that my job is on the line, and as always have thought of some more contextual relevance after the fact - can she discipline me for headphones; would they not fall under a reasonable adjustment? Any advice would be helpful!

For context, I was headhunted for a job that had around 70-80 colleagues 5 years ago. It was at a time that there was a national shortage of this profession so I was took on on a slightly different contract to suit the days I can work, only I am on this contract. I'm in the union. We were TUPEd over to another company 18 months ago with the terms remaining the same. A wage negotiation was due almost immediately but as a sign of "good faith", we opted not to fight for anything.

My colleagues are 4on4off on a 43hr weekly contract.

I work Thu, Fri, Sat, Sun on a 45 hour contract.

We're all on the same hourly rate. The job is job&knock and I believe they said the average hours worked is around 36.

Ultimately this means I work more days than everyone and don't get paid "fairly" for it, which I am fine with.

However, the second (and final) offer from this year's wage negotiation (their initial offer was 0% which felt like a bit of a pisstake considering our goodwill last year, but I digress) is actually a significant increase in hourly rate, HOWEVER, they will reduce everyone's weekly hours to 39.375.

This works out to a weekly pay increase of about £2.50 for everyone (lol) and decreases my pay by about roughly £40.

The reason I'm posting is because I messaged my Union rep about how this would work for me, and I was told "I dont know", so essentially im expected to vote on something that I won't know the ins and outs of. Id be exceptionally happy to drop a day every 2nd week to fit in and drop down to the same hours as everyone else but I approached the company about this 6 months ago and it was declined (because they know they get more out of than they do anyone else)

So where do I go with this before voting?

(I cant change work days, it's a childcare thing)

Thanks in advance

Hi everyone, I hope you're well 🙏🏾

I've accepted a new job offer and that's due to start in a few weeks. Before that happens, I really want to take some time to mentally and physically recharge before my new role.

I've been suffering with chronic health conditions that my manager and team are aware of, but that, and the toxic work culture of the company has really put me down. I am struggling to keep going in my role, most days I don't sleep out of anxiety because I know I'm not happy with the work I'm putting out.

I also feel immensely guilty for wanting to go on sick leave, even if my body is begging for me to take care of myself. I'm really worried about how my manager will react. I don't have an answer as to why I'm leaving because I know it'll stir up drama.

Do I just go to the GP and get a sick note, then send that alongside the resignation email?

Thank you.

I will manage a team that will provide very niche services. The trainings/ certifications are really expensive and so what will be the best way to project the company?

Due to the nature of the new team all new employees will have a contract that involves training/competencies/ certifications. The contract will include the probationary period of 6 months and the gist is if they fail this probationary period or leave they will have to repay the full cost of the training. However, if they leave 6-12 after the probationary period ends they will have to pay back half the training cost.

The only ways to fail the probationary period are gross misconduct and other grievous offences

Is this clause on training and probation fair and can it be upheld?

Hi solicitors,

I work for a business bank in the UK, England.

I have had a new team member join us 2 months ago.

Ever since he has joined the rules seemed to lax, misselling with wrong amount of monetary compensation promised has become the new norm.

We ( the team) have been in continuous contact with the upper management about this and they don't seem to care instead we are asked to learn from this gentleman.

The insurance sales we reported that happened with the aid of misselling have not been taken off, infact they are defended by the higher management for fucks sake.

I do not know how deep the rot runs, as we have reported it to our manager and his manager, and the QA turns a blindeye. Meaning they did not do enough due diligence and/or they do not want this person to fail.

Please please please help me and my team.

I've accepted a new job and am in the process of handing in my notice, I have a three month notice period and the new job are keen for me to join relatively soon as my new head of team will be going on parental leave just after I begin. To provide me a draft contract the HR team asked for a start date, and I explained it would be 3 months from when I hand in my notice, so as preliminary date I gave them three months though s from today. But they've informed me that the signed contract will only come in a few weeks time when their head of HR returns from leave and can sign the contract there end. My question is, should I go ahead and hand in my notice having received a draft contract, or do I wait for the signed copy and hand it in then?

I worked in a public sector org and have 4 years service in total. It has been toxic my entire time there and I went on sick leave beginning of May. I resigned yesterday and I'm still on sick leave. I've got another job and I kinda expected them to end the sickness management process because I've handed my notice in however, they still want to progress to the final stage despite that meeting probably occurring the week before my final day, I don't want for my own sake it to be on their terms. I want it to be on my time for the future references. I have asked for pilon and they are refusing to give it. It just seems crazy that they will continue with the sickness absence process despite me handing my notice in but they are saying that it would still continue and the result would be dismissal at the same despite me handing my notice in.

Any tips would be grateful as I don't want to return to work as I'm going to a new job

I don't have any holidays to take.

Thanks

Morning

I'm looking for any examples (not templates) of grievance letters or any advice on how to clearly write one.

From ACAS and Citizens Advice, it seems to be that what should be included is the KEY issues and dates and that I should mention the evidence/type of evidence I have that I would be willing to share. How do I whittle down and decide what is key? Everything feels significant to me, but obviously it isn't for this purpose.

I have an awful lot of evidence, admittedly a lot of it contemporanious records/contextual evidence.

Does anyone have any real examples or could guide me a tiny bit?

Grateful for any insight 🙏

I work for a small company who have started handing out PIPs like they are sweets.

My colleague (A) was handed a warning for a customer/operations mishap that essentially wasted company time and money. They had a meeting about this last week, when he was given a warning.

The person who gave him the warning (B) has now done further investigation (all the information was all readily available prior to the warning being given) - and has now messaged A and asked for another meeting so A can explain the timeline of events, and has said further action may be taken.

We don't have a HR (we are about 30-35 people) - is this proper procedure? Is my colleague entitled to have someone sit in this meeting with them?

I realise this is not a huge amount of info but it is the bones of it - can offer more if needed.

Hello,

I am trying to figure out where I stand with an absence due to medication.

I have been prescribed medication for 3 weeks by my doctor. My employer requires me to declare medication due to health and safety. I declared it and the company chemist then advised I cannot perform my role whilst on the medication, and can only return after occupational health has approved.

The first problem I have is my employer is marking the absence as sickness and requires a doctors note, but my doctor and I both feel I am fit to work, so will not provide a note.

Secondly, the soonest OH appointment is 7 weeks away, which means 4 extra weeks on sick after i finish the medication and the length of sickness absence is triggering a formal sickness procedure.

I am maintaining that I am fit, able and willing to work, it is the company policy that is restricting my return to work, despite my doctor advising there should be no adverse effects to the medication and can find no medical reason to give me a sick note.

My hr department have just regurgitated sickness policy to me, and my manager is not very helpful.

Any advice would be really helpful.

I am a CIS employee... cocal about this since the interview stage of my employment with the company I have worked at for, but I believe I have been discriminated against as if being trans. I AM NOT TRANS.

During the interview they asked me if I was okay with the LGBTQ+ community and I immediately relaxed... this was an engineering and manufacturing company that has a reputation for being what it is... I said "I am progressive, i have fought for rights of the lgbtq+ since the early 2000's and I love many people people who are homosexual, trans, and other parts of the alphabet community. They are my family members, friends, partners, ect."

I figured they would simply not hire me if they couldn't handle that. They questioned further asking "what sexual parts were you born with?"

I am cis... I am born with the gender I identify with. I replied with this information and said I was uncomfortable with the questioning in an interview because I believe it was wrong to ask. I dont think it is polite to ask about these things during an interview. They were a room of strangers, and it was very uncomfortable. I reiterated that I was a cis woman.

I did let them know I was dating a gender neutral person... this was a mistake.... I wish more than anything else I could take it back...

I had been laid off by my previous job. I needed the money and took their offensively low offer for salary. For two reasons;

1. I cannot refuse "reasonable work" while on unemployment. I would lose that benefit which was laughable at best... but they offered me the lowest price they could to end this benefit for me if I declined. It was lower than my last jobs salary. It was lower than the lowest I said I would accept.

2)their HR's assurance on the phone during the job offer that they are 100% committed to the lgbtq+ community and will talk to the "other employees" who asked the other employees who asked increasingly personal questions about my gentiles and of my partners and families

3. their HR's conversation that they would pay me more if I jumped through various hoops (which I more than have verifiably)

Since... people who were not in the room during my interview have come to my desk and said I was a "animal who should not be allowed in EITHER bathroom and should pee outside like an animal" my genders bathroom is one stall... a toilet, sink, and mirror with no ability for anyone else to get in... thank god...

I've been told that they will report me for interacting with any child when I am am a loving aunt to my siblings children and have NEVER EVER been anything but a protective and educational presence in my siblings children's lives.

Have been asked in many ways if I would... kill someone... in defense of my niece/nephew...... libral people don't make gun ownership their personality but... we own guns... and hope we never have to use them in self (or defense of the defenselesses) defense

Someone has put matchheads under my keyboard and in the spokes of my computer workchair wheels for weeks. I still compulsively check for them.... 6 months into employment

Since I started I tried to talk to HR about the inappropriate comments about bathroom use policing (again... I am using the bathroom for the gender I was assigned at birth) for the weird sexual comments about what my niece and nephew's relationship is to me....

HR told me that "for my own good they wouldn't even make note of what I brought to them" that I was going to come out as a problem... and that problem people get fired

I ended up reporting the match stick incident to the business manager as a "practical joke" even though I have been terrified since finding it the first time. We added fire protection safety improvement to the building.

Someone died at this company for an OSHA reportable offense and one employee who was there during the EMS response told me "we kill people who we don't like, *dead employee* was just weird.... what will we do to you?" This was the same employee who told me I should go to the bathroom outside....

I am so scared to continue to report anything internally to my company. Again I am a cis gender employee.

Do I have legal protection even though I am am not trans (biologically my sex) but am dating someone who is gender neutral and stupidly reported that during my interview?

Location: is Colorado

We’re expecting our second child in January 2027 and I’ve just properly read through my company’s paternity leave policy.

As far as I can tell, I’m entitled to two weeks’ paternity leave, but I’d only receive statutory paternity pay, so less than £200 a week. That’s a pretty significant drop from my normal salary and enough so that it could make the first couple of months after baby's birth problematic from a cash perspective. (We do have savings, but those savings are going towards my other half having several months at very low maternity pay or none at all towards the end of her maternity leave. )

I’d wondered whether I could use some of my annual leave to top this up, but everything I’m finding online suggests that isn’t possible. I could obviously take annual leave instead, but I’d ideally like to actually take the two weeks’ paternity leave I’m entitled to without taking such a big financial hit.

For context, I earn £50k (£62k pro rata'd) and work four days a week. I look after our first child on the fifth day.

When our first child was born, the company policy was actually four weeks’ fully paid paternity leave. The four weeks was effectively a mistake made by a previous administrator, but I’d understood that the policy had then been changed to two weeks’ fully paid leave.

It’s only now, having checked the actual policy, that I’ve realised it looks like it’s just statutory pay.

I’m senior in the business and I’m going to raise it with the rest of the senior leadership team to understand what the position is and whether there’s any flexibility.

Before I do, though, I’m trying to understand what my options actually are.

Has anyone been in a similar situation? Can annual leave be used alongside paternity leave in some way, or is it basically a choice between taking paternity leave on statutory pay and using annual leave instead?

I am friends with Sarah at work.
Sarah went on a couple of dates with Jim, also from work.
She told me she was looking for a relationship and help off sleeping with him.
After they slept together he told her he was not interested in a relationship.
She was upset.

A couple of weeks ago at an out of work social event I was asked about Sarah and Jim,
I did not know it was not common knowledge,
I said something along the lines of “he told advantage of her” when pressed by another colleague (and after a glass of wine) I said that she only slept with him because he took advantage.

It turned out one of the people there is a friend of his, went to him and told he I said that he took advantage of her when she was too drunk to say no.
Another person there agrees that’s what I said, but I’m sure I didn’t.

I did say some other not very nice things.

Another person who was there said they can’t remember what I said but they think it was something like he took advantage of her when she didn’t want to.

My assumption is a mix of people interpreting what I said and misremembering.

Jim said he is going to HR, he has two people, possibly 3 willing to be witnesses to me lying about him.

Realistically what will will happen,
I’m scared no one will believe me.

(I haven’t been at work since the 30th July stood down with full pay currently)

We would like to meet with you again, following our meeting on 30th July 2026 where I advised you that you had not met the required benchmark for your assessment during your training within your probation period. 
 
I have arranged your probation meeting for:  
 
Date: 19th August 2026 
Time: 0930hrs 
Location/format:

I will assume you are attending unless you tell me otherwise.  
 
Your meeting 
 
The purpose of the meeting is to review your current training standards and the outcome of your assessment. I must advise you, that should it be determined that you have not meet an acceptable standard one of the possible outcomes may be that your employment with (Company) may be terminated. 
 
An Employee Relations Representative may be present at the meeting.  Their role is to provide advice and guidance as required. 
 
Anything that you tell me in connection to your performance will be taken into consideration when reviewing your continued employment with the company. 
 
Your representative  
 
You can bring someone to the meeting with you if you wish. This person must be a Trade Union Representative or Workplace Colleague.  It is your responsibility to share the details of the meeting with your chosen companion.   
 
If you or your chosen companion is unable to attend on the date and or/time given, you should let me know right away. You can suggest another time and date, which must be within seven calendar days of the original date. If your chosen companion is still not available meeting; you may need to find another companion.   

Hello,

I am interested in getting opinions from people with experience of HR matters in regards to my Case.

I work in a Contact centre and have worked their since February 2025. I initially worked on a team for about 5 months dealing with a wide variety of queries, but I struggled on this team due to not feeling sufficiently trained to deal with some of the types of calls that we received.

I was then offered a move on to a different team which I jumped at. The reason for the move was unrelated to my struggles but I saw it as a good opportunity to stay with the Organisation and start afresh on a different team dealing with more specific queries.

I did some e-learning in my first week on this new team and then had a week's annual leave.

I take medication for diagnosed mild depression and began struggling with my mental health during those first 5 months, and had increased symptoms of anxiety and OCD. I hoped the leave would help me recover, but when I returned to work to start on my new team I felt overwhelmed and felt unable to work.

I spoke to my GP and my medication was increased and I was put on a waiting list for some talking therapy. I self certified for 7 days and was then given a further 2 weeks sick leave by my GP. After about 3 weeks I felt able to work and managed to start on my new team and begin to establish myself as a valued team member. I had good support from my Manager and HR during this time.

Our main role is to answer inbound calls but when it gets quiet there are task lists that we can work on where we can make outbound calls to clients. There are various targets we have to meet based on the calls that we make - such as AHT, Wrap time, financial outcomes etc, and the success in meeting these targets is invariably linked to how many calls you take.

I have struggled completing tasks / callbacks as I find that I overthink the task description and this causes anxiety, which has had an effect on the amount of tasks / outbound calls that I make, which in turn effects my stats /targets.

As a result of this I was spoken to by my Manager and coaching sessions were arranged with the aim of trying to improve my stats.

Within the coaching sessions I explained my struggles in completing tasks, and suggestions were made to try and help improve my confidence as it was affecting my stats and overall performance.

As part of the coaching sessions I explained that I struggle with queries that appear complex, and also struggle making outbound calls when it involves the use of an interpreter service (language line) as these calls can be very lengthy and I do find them stressful and very difficult. I explained that I do tend to 'cherry pick' tasks so as to avoid potentially difficult calls and I admitted that this included avoiding calls that I felt may have needed an interpreter.

I also made observations that I did feel that some Clients abused the system and this affected my motivation and willingness to undertake some callbacks (The Organisation is a Charity and we provide financial and other support to those in need).

For context I had experienced a long language line call with a Client previously which I had found particularly challenging and which resulted in me deciding to leave work at lunchtime and not return.

My comments were taken to mean that I think that all clients that require the interpretation service are abusing the service, which is not what I believe or meant. It was just that this call was fresh iny memory and I was recalling my frustrations with that particular call.

In an ill advised attempt to justify myself I did note that the majority of clients on the task lists had non-English names which in hindsight was a clumsy statement to make.

For added context there are no set rules on how many tasks you complete if the phones are quiet, and all team members can pick and choose which callbacks they action.

Also, for further context, in my appraisal I did feel it was important to be honest about my struggles and so I did state, when asked to comment on how I met the value of being inclusive, that I sometimes struggled to remain impartial and that this was an area I was conscious I needed to improve on. This was again a reaction to the call I had taken recently, and an acknowledgement of how frustrating I had found it.

The day after my 3rd coaching session I was informed that I was suspended on full pay due to allegations of discrimination.This was on the 8th July. An investigation meeting was then arranged the following week on the 14th July and this was conducted by my own Manager.

On the 17th I was then invited to a Disciplinary Hearing and was sent an Investigation report that had also been compiled by my Manager. It was alleging gross misconduct and threatened summary dismissal if found proven.

I paid for Union Representation and my Hearing was adjourned due to my rep arguing that the investigation was flawed because it had been conducted by my Manager who had also instigated the disciplinary proceedings, so it wasn't a fair investigation process.

The next day HR agreed to re start the investigation with a new manager with no prior knowledge of the Case. I have since had an investigation meeting with this manager on the 7th August and am awaiting his decision on whether it goes to another disciplinary hearing.

It's been nearly 6 weeks now so I'm just wanting to get some advice or opinions from those experienced in such matters as to what you think the outcome of my Case will be? I have advised my rep that I no longer want to work for the Organisation and he has suggested that we aim for a settlement with the Organisation, so I was also wanting to know what my chances of getting a settlement in this Case are?

Thank you in advance for any comments positive or negative!