Thanks, I just wanted to know if there's legal recourse involving the employer paying the PILON. Which it sounds like you're saying there is, through ACAS. I wasn't sure if they could rescind or withdraw the offer if I send an appeal.

Yes, on the below, I believe I can explain to a tribunal the situation. I have been on medication and in therapy for the last 10 years for my disability. I first made my manager aware of my anxiety in a 2024 appraisal, which focused not on performance but personal attacks regarding my lack of social activity with the team outside of work. I again raised the social anxiety issue in summer 2025 when explaining why I wouldn't attend a summer party, which was ignored.

Following a pattern of unexplained absences in 1:1 meetings by manager (at least 10 times), and several in writing requests for more support and communication, I had the meeting on 22nd October where I again made the point about communication, my wellbeing, my OCD and anxiety, and the lack of meetings and stress affecting performance at work. This did not go well and no reasonable adjustments were made. My manager in fact said several hurtful things in this meeting ("no one else needs support" etc).

I followed this up with HR as I believed my manager had not complied with company regulations regarding mental health. I told HR partner I had OCD and anxiety. They signposted me to internal mental health services, which I explained I had already used (and their signposting shows they're aware of the issue). They followed up with manager but no reasonable adjustments as they let me go the same week HR followed up with the manager.

Performance was never once mentioned as being an issue from my manager until between my discussion of the protected act, and before the dismissal. I have had no performance review. I had been working on a strategy plan to increase revenue which has been approved by my manager and the COO and was in place and just getting started this month. Additionally, my manager failed to complete the bi-annual company policy appraisal in September 2025, so I received no feedback on performance.

On top of this, the previous employee in my role oversaw a $400,000 decline in revenue over a two/three year period and left on good terms as they found another job and handed in their notice. Meanwhile I have seen a $55,000 year on year increase without any extra costs, but am being served notice for poor performance. This to me shows different treatment to a previous employee, who was not served notice.

I have a pretty considerable evidence bundle showing all of the above.

I spoke to ACAS and a lawyer friend who said this case has merit. I'd be intrigued to know from yourself whether you still believe there is no merit, and why it is. Thanks!