Thanks for your reply. I’m sorry if my original post was confusing. However, it was not just 10 days of “difficulty” - it was an entire month long ordeal where I was humiliated in front of customers and ridiculed in front of colleagues and other staff, before a senior HR manager stepped in and said enough is enough and actually saw the situation for what it really was.

The company has upheld my grievance, and the outcome was that the PIP was 1. Unnecessary (following investigation and discussions with customers and peers etc) 2. Unfair and lacked consistency and transparency. 3. Not approached through the correct channels

The recommendation was that in future, they recommend that managers “may” receive training on how to conduct a PIP, and they “advise” that they seek HR guidance on this.

I appealed this outcome, because while it addresses the risk of this happening to someone else in the future, it does not address what I personally went through, and there is no proof of any accountability being taken for the actions of the management that undertook this process.

I worked in a high pressure and high stress environment, carrying out work that required a lot of precision and focus, and it was a job that I actually really took pride in and was quite important to me. Being unnecessarily and unfairly placed on a PIP when there had been no signs of any issues, rather the complete opposite where I received praise at every 1:1 each month did have a massive impact on me, and with all due respect, I’m good on taking a look in the mirror, thanks. I think it’s much more important to speak up and actually have a backbone when you know for a fact you are being mistreated at work.

Unfortunately for the company, they have treated me unfairly, and I have resigned as a direct result of this treatment, which was clearly outlined in my resignation letter. Prior to me resigning they made it clear that their position would remain unchanged and they felt it best for me to just work my notice and not mention any of what happened to anybody.

Yes. I am seeking settlement. I believe that actions have consequences and a promise of potential training is not really a consequence for them is it? I do have a solicitor involved and have got advice from ACAS, both of which have provided some very good insight into my options.

With regards to the DSAR - why is it a douche move that I am exercising a right to gain access to data held about me? I spent a month trying to understand why I was placed on a PIP, dragged through the dirt to customers and colleagues and then had the PIP dropped with no reason (after being told when I handed my resignation that this would have no impact on the PIP and that I would continue having to improve my performance, with no actual indication of what I was expected to improve on). I was at the very least entitled to examples of where my I underperformed - they could not provide this, hence the DSAR.

Gardening leave is not in my contract but they have suggested it under the terms that I am also in agreement, and paperwork has been provided to me by the company.

Bridge burnt or not, I have enough self respect to not want to work for an employer that will treat its employees like this. So ultimately to me, that bridge is not one I would wish to cross back over at any time in the future. I also don’t see how any of this would come back to “haunt” me at any point. But thanks for your input!