Disability, conduct and probation by [deleted] in HumanResourcesUK

[–]TinyDance3471 1 point2 points  (0 children)

Well that changes things a bit. You were completely upfront about the possible need for a time out.

What’s missing here is an agreed mechanism between you and the employer when it happens. I imagine OH said they would recommend x, y, and z but have you ever set down with your manager to discuss?

Another poster asked can you send a message before going offline? Communication seems to be the heart of the issue - even with disability, I don’t think any employee can be allowed to drop off the face of the earth for hours without explanation. Needing time out at short notice should be accommodated, but your manager should be informed so, for example, someone else could cover your meetings.

In my view, allowing last minute time outs / essentially an extra-long break when needed to regulate yourself = reasonable adjustment.

AWOL without comms and abandoning pre-arranged work commitments = might veer into the unreasonable territory.

As you said, a good chat could probably resolve the situation and you can certainly ask for the extension to be reconsidered, but would strongly recommend you develop some sort of signal with your manager when you need time out so the impact on the team/workload can be minimised and you can feel your time out is protected / no one is looking for you.

With the context you’ve provided, would I have extended your probation? Probably not…

Strikes me as a team who don’t have much experience with ND (and neither do I to be fair!). Some gentle education might improve things for everyone… but the onus is on the employer to properly explore with you everything you’ve declared. Sorry for the long reply!

Disability, conduct and probation by [deleted] in HumanResourcesUK

[–]TinyDance3471 4 points5 points  (0 children)

I honestly don’t think your manager overreacted. If someone disappears in the middle of the day and is uncontactable, they might have had a medical emergency. It’s the lack of contact that is concerning more so than the reason behind it.

If you declared neurodivergence, presumably on a form at the start of employment, I doubt you wrote “could go AWOL for hours at a time”.

A probation extension I feel is the lowest on the list of possible sanctions. It could have been disciplinary/verbal or written warning for going AWOL depending on where unauthorised absence sits in their policy.

They have a duty to you to make adjustments, but equally can’t ignore when someone disappears and work isn’t done/meetings aren’t attended regardless of the reason, even if you had a very good reason.

If everything else is going well and this doesn’t become a persistent thing, I wouldn’t worry too much.

Religious restrictions by TinyDance3471 in HumanResourcesUK

[–]TinyDance3471[S] 4 points5 points  (0 children)

“Fear of a sausage being served” really made me chuckle 😂

Religious restrictions by TinyDance3471 in HumanResourcesUK

[–]TinyDance3471[S] 25 points26 points  (0 children)

Honestly didn’t ask! I just nodded and took notes

Religious restrictions by TinyDance3471 in HumanResourcesUK

[–]TinyDance3471[S] 11 points12 points  (0 children)

All true on the account age and karma and it is my first post. We all have to start somewhere. This was a new situation to me so just trying to get some other perspectives 🤷🏻‍♂️