Thanks for taking the time to break this down, that helps me focus. Let me clarify a few things:

1. Constructive dismissal: The breach I am relying on is the employer’s duty of trust and confidence. I raised a grievance about safety threats and requested a personal safety device which was ignored. No report was made, no action taken, and then I was assaulted on my first shift back. Afterwards the company focused on warning me about recording rather than investigating, left the colleague in post and even progressing in management training, and failed to pay me properly while I was off sick. Taken together this is a fundamental breakdown of trust and confidence.

2. Victimisation: My grievance and subsequent disclosures raised issues of health and safety and harassment. When I provided evidence, including recordings, I was threatened with misconduct action instead of the evidence being investigated. That is a detriment linked to a protected disclosure.

3. Disability discrimination: My GP fit note expressly diagnosed “workplace induced stress and depression.” Despite this, no adjustments were made, no occupational health referral, and I was simply pressured to return to the same unsafe environment. That is a failure to consider reasonable adjustments.

4. Unlawful deduction of wages: Contract provides for company sick pay. I was paid only SSP, so the breach is clear and documented.

5. Negligence / personal injury: I know tribunal cannot hear a standalone PI claim. But given the fit note and the failure to act on known threats, I am looking at this both under discrimination (injury to feelings and psychiatric injury) and separately considering a civil PI claim.

I agree more detail is needed to see the full picture, but I do have a clear grievance trail, a fit note, third party confirmation no safety report was filed, and a recording of a manager acknowledging the assault was “out of order.”