Timeline Distortion In Grievance

Summary

Distorting a timeline in a grievance outcome letter to make a complaint appear unreasonable could be considered victimisation under the Equality Act 2010. Victimisation occurs when someone is treated unfairly for making or supporting a discrimination complaint. If the employee resigned due to this and other factors, it might also involve constructive dismissal. The lack of grievance meeting notes and insensitive statements in the outcome letter could further support claims of victimisation and constructive dismissal. Consider consulting with a local employment lawyer for guidance on potential legal actions.

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The employee resigned immediately. They also complained they did not receive any notes of the grivance meeting.
It sounds like the employee may have experienced victimisation, especially if their resignation was influenced by the grievance outcome and lack of meeting notes. It could be helpful to assess if there were any additional negative consequences following the grievance. Would you like to explore potential legal actions they might consider?
The employee went on stress related sick leave after submitting the grivance. They also remain medically unfit for work according to thier GP
It seems this situation might involve potential victimisation and constructive dismissal, particularly if the employee felt forced to resign due to the employer's actions. Here are some considerations:
- Victimisation: If the timeline distortion and lack of grievance meeting notes led to unfair treatment, it might be victimisation under the Equality Act *.
- Constructive Dismissal: If the employee resigned due to intolerable work conditions created by the employer, it might be deemed constructive dismissal.
Would you like help exploring specific legal actions or connecting with a local employment lawyer for further assistance?
The outcome letter also had statements such as “manage your condition and not blame other when your expectations are not met with reality”
Case Rating: *
This case seems to involve significant issues of potential victimisation and constructive dismissal, especially given the added statement in the outcome letter that suggests insensitivity towards the employee's condition. Would you like to be connected to local lawyers who can better assist you with your case?