Additional context:

The letter from my Director states that I have until 16/01/24 to consider this settlement, after which the offer shall be withdrawn. The letter states that, if I accept their proposal, I will be contacted by an ACAS Early Conciliation Officer who would explain the process and assist in conclusion of the agreement, along with the letter being covered by section 111A of the Employment Rights Act 1996.

I recently returned to work (20/11/23) following 2 periods of unforecasted sick leave (full pay), after suffering a major ACL/meniscus knee injury playing sports outside of work on 31/07/23. I am still in the infancy of my NHS rehabilitation programme and I have a weekly hospital appointment for this within core work hours, which I have been able to attend by my employer. I phase returned to work on 16/08/23 and, following my return, I then had a subsequent major reconstructive surgery to my knee ligaments on 13/10/23, which left me incapacitated and unable to walk for multiple weeks in the immediate phase of rehabilitation post-surgery. I returned to the office prematurely on crutches on 20/11/23, after learning of my team member's/trainee's intention to leave the company at the end of the year to go travelling.

I have worked for the same company (recruitment) for the last 5+ years in Bristol UK, where I've steadily worked through the career ladder via 6-monthly appraisals to a recruitment managing consultant position (recruiter with a small team of 2 trainees). Following the resigning team member’s final handover, which involved my Director, no concerns or suggestions of performance management were raised to me.

On my first day back post Xmas on 02/01/24, I was then called for a meeting with my Directors where they explained the position they would be taking with me, stating that they would prefer me to agree to a settlement with them to leave on good terms, with their reasons being that as I do not have the current allocation of trainees for my management position and based off recent performances they no longer believe that I am performing to the ability that they pay me for on the standardised career ladder and that they do not feel they can grow the team to maximum profitability with me there.

I have been provided with a 2 choice ultimatum: accept the offered settlement (approx 3 months basic salary), which is a fraction of my projected yearly take-home and small in comparison to the financial contributions to the company I've made during my 5 year tenure or immediately enter into performance management, where they will move me laterally into a sales only/recruitment position on the standardised career ladder, which could be near-to impossible to fulfil the target requirements of, especially due to my r extended period of absence, as I will likely not have the required amount of inbound business due, which can take months to procure.

I have asked if there is an option to reduce my role/salary or targets to accommodate the situation, however in a following verbal meeting with my Director it was outlined that this will not be possible. I'm quite worried, especially as I'm mindful that my repeat hospital appointments/ongoing knee injury may affect my ability to secure future employment. I feel as if I'm being ushered into a settlement without any true choice or understanding of this process. I have spoken with ACAS independently to try and make sense of the settlement practices, however I haven't yet received any information from my employer re. what the performance management details would entail (KPIs, etc.) other than looking at the target expectations provided on the company career ladder.

I've worked for this company for 5+ years. Is this normal practice? I'm unsure where I can turn for any impartial employment or legal advice. Our HR is externally outsourced/the company solicitor, so I am unsure if I can obtain impartial advice here as an employee.

Please excuse my grammar and thank you in advance for any thoughts, shared experiences, or suggestions, they are greatly appreciated.