Thanks for your question. I'll try and help you with this. Firstly, I need to know how long have you worked with this employer for so far please?

okay. It seems to me as though this is a condition which potentially could last in excess of 12 months. As such, it may be classed as a disability for the purposes of the disability discrimination regime.

As such, the employer is under an obligation to make “reasonable adjustments" to cater for your “disability".

That is not to say, of course, that the employer must continue to employ you come what may, and to meet any salary the otherwise be payable where you at work full-time. The obligation is only to consider what adjustments can reasonably be made, and to implement them if appropriate.

However, what the employer cannot do, is simply say that you will be dismissed in the event of a further absences. That is too simplistic an approach, and is one that is almost guaranteed to be considered unfair, if you are subsequently dismissed for any period of absence.

If you are dismissed in such circumstances, then you would have every right to bring a claim in the employment tribunal for unfair dismissal and/or disability discrimination. Indeed, if the employer fails to do certain things in the course of your employment now, In particular, making reasonable adjustments, that of itself may give rise to an entitlement to bring a claim for disability discrimination.

I think you are right, it does seem unduly harsh that they are taking this approach. It may be that you are being treated less favourably because of the nature of this illness. As such, you may already have grounds for complaint to the employment tribunal.

Certainly, you may wish to raise a grievance in the course of your employment.

you need to do what is right by you, in your medical condition.

Yes, your employer may not be happy about it, but sometimes, your health is more important.

And the law does provide protection to people in these scenarios, particularly by way of unfair dismissal rights so if unfair action is taken by the employer, you would be able to make a claim.

You can protest at the warning, and say that it is both unfair and inappropriate in the circumstances. If the employer wishes to give you a warning, there is little in reality you can do to prevent him from giving you that warning. The issue is was what effect that may ultimately have on your employment.

As for your rights with the meeting, you are allowed to take a fellow worker (an employee) or trade union representative with you to the meeting. You cannot stipulate who must attend from their side, but more often than not, they would want somebody from human resources there in any event.

If you highlight the address bar above, and save the link address, you will be able to enter it into your web browser later and recall this chat.

I hope this answers your question. If so, please do rate the speed and quality of service by leaving me a rating. It only takes 1 second to do… If you would like more information, then please let me know and I shall do my best to help out! Thank you!

no problem at all. I hope it goes well. Good luck!