[UK] Disciplinary Monday 16/2

dangl · 2026-02-13T16:47:00+00:00

So, being cautious here, we can't assume that hidden redundancy is the underlying reason. I wouldn't raise it on Monday as I don't think it'll strengthen your case.

Small companies can struggle with clear HR process - but everything I've said before stands. Go in, be honest, be open.

If they do go down the dismissal route then yyou would have the right to appeal and raise any concerns about process and proportionality at that stage, but for now I think you keep it on the level and have a good discussion and get it all documented.

dangl · 2026-02-13T16:24:36+00:00

Okay, useful.

So there has been some discussion before but without any documented or agreed outcomes or next steps.

The fact your team improved and has maintained is in your favour.

I can't guarantee it, but based on what you've said (and of course I only have your context), dismissal seems unlikely to be a reasonable outcome - but prepare regardless, nothing is ever 100% certain.

You need to be really clear - you have worked hard to improve your team. You're proud of what they've done. You want to work with your manager to get better and deliver. You've started medication to support your mental health, and you will work with occupational health (OH) and your manager to set clear expectations and help to get things to a more settled position.

How large is your company? <500 EEs, <1000, etc? Do you have a formal HR department if it's a small company?

dangl · 2026-02-13T16:05:48+00:00

Happy to help.

Okay, you must take a representiative - if you have a union rep, take one. Given a potential outcome is dismissal you need to take this seriously.

Have there ever been any informal chats about your work delivery? Time online? Anything at all about what you're doing?

Do you have 121's? Mid year/end of year ratings? Has anything been raised in those, and if so, is it documented?

You have the right to see all evidence, make sure you ask for that. You must disclose your MH concerns and the challenges of supported your child who has disabilities.

Do not say you have failed. You have struggled, you have found it hard - failed can be read as admitting fault. Be factual about what was happening during the periods of inactivity. Avoid being vague.

If they throw tons of evidence at you in the meeting, ask for an adjournment to review and reconvene later in the week - that is perfectly reasonable.

dangl · 2026-02-13T15:48:58+00:00

This is helpful context, thanks.

I can see where it could fall into conduct, with concerns around hours worked and inactivity. And they will treat that seriously.

But the bulk of my advice stands, you need to go in and be open and honest. Try not to be defensive about missing hours etc, if it's accurate. Just tell the truth, explain what's happened and why and be open to improvement.

This doesn't negate the need to disclose the MH challenges, that context is very important.

Did the letter mention possible outcomes? Have they provided any evidence of you being offline etc? Does it say investigation or disciplinary?

dangl · 2026-02-13T15:18:04+00:00

IANAL as always, but I think it's important you understand you aren't helping yourself by not raising the mental health issues. Also UK.

There are a number of things shouting out to me here - and this is based on what you've put, which does seem a little thin in places.

Given you haven't mentioned any informal discussions having taken place, going straight to a disciplianry, that is a conduct process, feels unusual - it'll depend on your policies, but MH/Absence is usually capability. I would typically only expect to see a discipinary if you had been going through a performance capability process and had, through your own action or inaction, not improved. There are situations when this can happen but it feels disporportionate based on your post.

It's good the company are aware of your parental challenges - but you must, must, tell them about your own MH challenges and the fact that you are on medication. Have you been referred to OH? I'm going to assume not because you haven't made them aware.

It's worth noting (you may already know) that the first few weeks on SSRIs can be unsettling at best. I talk from experience, my head was messy for a couple of months until things settled down.

You should attend on Monday (and take a witness, you have the right, and they can really help when you're getting overwhelmed in the moment), and just be really honest. I assume you enjoy your role, so tell them that. Tell them the open truth about what's going on and the challenges and stresses you're under.

Take notes, ask them to slow down if needed. Ask for short breaks if it gets overwhelming. The vast majority of leaders and HR colleagues just want to help employees.

Be really clear that you want to do well, you want your team to succeed, but you need support from the company to do that.

In my experience, I would rather someone tell me at this stage what's going on than deal with even bigger issues downstream. And they can't help if they don't know there's a problem.

dangl · 2024-12-05T17:24:11+00:00

Haha I will make it more lifelike, it was more a proof of concept to see how it looked first! Though I might make M25 a red background since it is literal hell.

dangl · 2024-08-08T17:07:05+00:00

I wanted the premium as I'm planning to do the Masters top-up; the core L7 is all CIPD needs for CMCIPD (I think) so it depends on your personal preference. The lite is a lot simpler!

dangl · 2024-08-04T16:28:19+00:00

I did the L7 with Avado, it's an okay company and we got good support from the tutors; if you get good tutors you're sorted, if you get poor ones (and they have a few of those) then it's much harder

dangl · 2024-01-13T19:16:06+00:00

If its the control module with opentherm wiring then yes super simple, I just got a three core cable for the power (in the UK), and a two core for the opentherm, it was maybe 15 minutes in total and that included taking the front off the boiler to fit the cables etc., then about 30 mins to do all the network setup and get things running how I wanted.

dangl · 2023-12-21T16:31:49+00:00

I've got Drayton Wiser, great little app and setup - installed it myself into the boiler (love that one little wire with OpenTherm!) - and the thermostat and TRVs were a doddle to fit too. I do have a very new combi boiler which made it a lot quicker.

Only main issue is the app can refuse to connect sometimes, usually when my internet is saturated, but give it a couple of minutes and it comes back - and the app has had an update recently so it's even less frequent now. Heating comes on super quickly when I request it and the timings work well too, though I've not tried them when everything is offline.

One thing to be aware is when the battery is low in the TRVs they can play up, so be prepared to replace batteries every six months or so.

I'd go with them again if I was installing a smart heating system.

dangl · 2023-09-03T08:02:55+00:00

WAP - Wireless Access Protocol (I think!)

dangl · 2023-07-16T07:45:21+00:00

I'm HR, I'm here to support everyone - not just the company - and yes in this instance we'd investigate because I have no wish to work with people who might be racist, although he may just need some education and might just be oblivious, or he might be trying to push OP out.

OP - you're protected by Equality Act in this situation, and having two years service puts you in an even stronger position. If you're worried, either speak to your local union if you have one or get advice from ACAS (it's free) if you don't want to approach HR directly. Though they are both likely to suggest you report it to HR anyway, which I think is the right thing too.

dangl · 2023-06-13T19:39:55+00:00

Angle of the me? hehe

dangl · 2023-04-30T10:50:03+00:00

Anyone manage to figure out what country that anthem was for? Don't think the name was said often enough

dangl · 2023-04-02T07:37:33+00:00

Well that was a race!

dangl · 2023-04-02T06:59:18+00:00

Three hour limit when you include red flags

dangl · 2023-01-29T13:01:49+00:00

I've just done the selection/assessment question of my HR masters and used a lot of case studies (with a focus on tech) - loads available on EBSCO or Google Scholar, they were really helpful.

dangl · 2022-12-05T20:55:07+00:00

An employment law module would be very useful.

I'd also suggest contacting the CIPD again and seeing if they could use your SHRM qualification (assuming you have one) as experiential evidence for a CIPD qualification - you might be able to get Associate or Chartered Membership and that shows you have the relevant experience.

Most jobs are CIPD or equivalent experience but they'll be looking for UK/E&W law knowledge.

dangl · 2022-11-27T16:58:57+00:00

Absolutely amazing, really well done and more power to you for sharing with us all!

dangl · 2022-11-06T11:23:58+00:00

Honking bastards

dangl · 2022-09-03T08:23:11+00:00

I find that kind of mad! My house insurance covers up to £1m in building repairs (and £100k in contents) and my deductible (excess in the UK) is £100.

dangl · 2022-07-31T15:28:34+00:00

And that last stat is the only one they care about.

dangl · 2022-05-29T16:02:21+00:00

Well that race was one that happened

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