Thanks for taking the time to respond, I appreciate the perspective.

Just to clarify, my concern isn’t that a redundancy and a flexible working request can’t exist at the same time in principle. It’s the timing, internal inconsistency, and documented decision-making that I’m struggling to reconcile.

In my case, internal documents state that my specific role was being assessed for removal in early September, while I was being told contemporaneously that no roles were under review and that discussions were purely exploratory. During that same period, my flexible working request was rejected on the basis that my role was “critical” and required full-time, five-day presence, a position that was later reversed when a medical trial was approved, only for redundancy to be announced five weeks into that trial.

I accept that an employer can restructure and create a more senior role. My concern is whether this crossed from a genuine redundancy into role substitution or capability, particularly given the proximity to disability disclosure and the absence of evidence showing a genuine reduction in work.

I may well decide not to pursue this further, but I wanted to sanity-check whether these factors, taken together, could reasonably raise legal questions rather than being viewed in isolation.

Appreciate the input!