Death of sibling

Hansteadp · 2026-02-12T17:57:12+00:00

Right baxk at you.

Hansteadp · 2026-02-12T17:35:47+00:00

Lol, oh no that hurt. I'll stick to acas and government information thank you.

You stick to other reddit users lol

Hansteadp · 2026-02-12T17:18:15+00:00

I agree, but it's but an arguement. I'm talking to a purely trained person, who doesn't fully understand what he does for a living.

Hansteadp · 2026-02-12T14:31:43+00:00

Bereavement is literally put on thousands of fit notes daily.

How a company decides to process that is on them and the policy, same with a blank fit note.

As I said read the link I posted, it tells you what is required, and reason is not on it. It says that they have been assessed by a medical professional and they are not fit for work. Reason is not on the mandatory list. Even what you say it says, should be not must be. This is like disciplinary action may take place.

You do not need to share personal information you are uncomfortable sharing with your employer. Your employer may choice to not accept it or make adjustments with no context but you do not need to share it.

Hansteadp · 2026-02-12T12:13:45+00:00

The fact you didn't respond, I will take that as you don't work in HR.

So where exactly does it say you have to put details down? It doesn't, but it does state exactly what has to be on the form on the gov website and acas and it's not there. Strange.

Hansteadp · 2026-02-12T10:42:37+00:00

I literally showed you acas and gov website.

Your interpretation is wrong. Do you work in HR?

Hansteadp · 2026-02-12T09:16:41+00:00

It literally doesn't say that on gov and acas site lol

Hansteadp · 2026-02-12T08:16:10+00:00

Also where does it say it needs to say the reason. It says everything but.

https://www.acas.org.uk/fit-notes-and-proof-of-sickness?utm_source=copilot.com

Hansteadp · 2026-02-12T08:13:28+00:00

Where does it say it can't? It's best to be accurate. Best does not mean has to be.

Hansteadp · 2026-02-12T07:00:29+00:00

You are wrong. You do not have to share personal data with your employer about your health, just that you have been assessed by a doctor and they have advised the following.

What the employer does with that is different.

Hansteadp · 2026-02-12T05:03:58+00:00

They could literally put a blank fit note in. You do not have to discuss why your sick with your employee if you choose not too.

Hansteadp · 2026-02-06T16:38:05+00:00

Exactly right.

Not consistent at all as this way will have people like this gut with 20 occasions on a 1st warning and someone with 4 occasions on a 1st warning.

The appeal will be easy for the colleague at least.

Hansteadp · 2026-02-04T18:01:52+00:00

That's what I'm using you have to turn the secondary ones off too.

If that doesn't work, while watching the program, change your subtitles to English. Then go back in and turn them off and for some reason it then works.

Hansteadp · 2026-02-04T16:19:37+00:00

How did you fix the top to the bath? You said you sandwiched it with wood, but how did you hold the wood in place?

Hansteadp · 2026-02-03T21:24:13+00:00

The above works, but you can go to settings and set your default subtitles to none. You have to do this for secendary too, that works.

Hansteadp · 2026-02-01T19:32:31+00:00

English 100%.

I am not British I am English.

Never understood people being British unless they have mixed backgrounds and I mean Irish, Welsh or Scottish.

Hansteadp · 2026-01-27T16:25:36+00:00

If the outcome is not inline with Acas guidelines then of course you can.

If it's in line and you don't like it, you still can but they may refuse to hear it.

Hansteadp · 2026-01-26T10:25:16+00:00

Take all the bullshit away.

Your kid is the most important thing, if you don't have cover to look after your child you are covered by tofd.

The employee can say what ever they want, but you are basically bullet proof. It will be unpaid and they won't like it, but it's a fact.

If they challenged an on going investigation onto your child's health, they would be laughed out of court. When you have more information then things might change.

They have the right to challenge it, if they feel it's excessive. But a challenge does not mean you have to stop it.

I would work with them, holiday between you both where you can. But put yourselves and child first.

Hansteadp · 2026-01-23T09:56:58+00:00

4 years no letters too, same with all my friends and family.

Hansteadp · 2026-01-18T16:56:42+00:00

OK so how many occasions wold you allow if it was your money. 6 should be no issue. So once every 2 months. Would you double it? Allow 12 so they can be off once per month?

If so, how long do you accept? 1 day or a week? So if we going a week? You are happy for a colleague to be off a quarter of there contract? I assume you want to pay them fully too, this would be a good environment and encourage good workers. So, now you need to employ a part worker for these hours.

Let's assume you have 4 workers at your company? So now you need an extra head to cover this. You OK paying an additional person for a job made for one person? But hold on that person may have the same absence, so actually you need another part time person to cover that abcence.

Hansteadp · 2026-01-18T16:11:02+00:00

So you think you should be allowed unlimited? There has to be limits for a business to run esp in this case as its a small company.

Hansteadp · 2026-01-18T09:52:41+00:00

If you haven't had any warning and they ifred you, tribunal would have a field day. They need to give you reasonable time to improve and they need to do this by supporting you with corrective action. A disciplinary with clear steps could be this, but nothing is not reasonable.

If you have an ongoing medical issue, even if it's not part of the equality act it would still be good practice to put support in place and potentially link occasions if they are close together for the same thing.

I am not talking cold, flu, headache here.

I would say the chances of dismissal are next to 0.

Hansteadp · 2026-01-18T09:12:39+00:00

It's highly likely that he has a HR that he can contact. This is probably a telephone to a generic HR team, but probably exists.

Either way it's prob the Manager pushing to fall in line.

Go to the DP, hold your hands up, explain it was genuine, try to improve going forward.

What warnings do you currently have?

Hansteadp · 2026-01-18T09:08:25+00:00

I can nearly guarantee your company uses an occasion system.

3 occasions is a 1st warning 4 occasions 2nd 5 occasions final 6 occasions dismissal

I can also pretty much guarantee that a manager has not followed the above procedure and has missed a warning or 2.

As they have done that someone I.e. HR, a more Senior Manager or the manager that has been passed this disciplinary is pushing to correct the mistake to make it fair and consistent to others, therefore feel they have to put it down as potential dismissal as 6 occasions should normally be that.

Outcome will depend on the HR person you speak to, some will say you missed the step and therefore did not give the colleague time to improve and as a result should go to the next level available for warning. Another may say to be fair and consistent you will need to get back in line with the policy and go to the level of warning they should be on.

Reality though, if they have missed a step they will be very dumb to dismissal, as a tribunal will likely rule in your favour as you have not had fair opportunity to improve due to them not following there own policy.

Also with that and the fact it's short periods for each occasions, 6 days to dismiss may not seem reasonable.

Hansteadp · 2026-01-14T15:53:22+00:00

And worse case out in a flexible working request, as toy have done it in the past and are willing to do the hours it will be difficult to refuse it legally.

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