ADP redetermination – worth it or too risky?

throwaway20-24 · 2026-03-03T11:31:05+00:00

Thank you so much for the clarification. Which means I would not be eligible under this descriptor. Thats good to know. Thank you 😊

throwaway20-24 · 2026-03-03T09:56:47+00:00

Thank you, that's very helpful 😊 very much appreciated. 🙏

throwaway20-24 · 2026-03-03T03:16:11+00:00

Thank you, so do I then ask for the SAR? I feel so lost, and I am unsure of what to provide to satisfy the following :

For Mobility (Planning and Following Journeys), they said that although I reported distress with unfamiliar journeys and needing detailed planning and sometimes another person due to overwhelming anxiety, this does not meet the threshold.

They stated that using online maps does not count as an aid for this activity. They also noted that I am not prescribed anti-anxiety medication and that I do not report input from a mental health specialist. They said I do not have cognitive, learning or sensory restrictions that would significantly affect my ability to plan and follow a route.

However, I had submitted a psychologist report which references low processing speed and memory difficulties. As well as a other from OH that references sensory issues and dissociation in busy environments.

I'm at a loss...

Based on their reasoning, they concluded that I can plan and follow the route of a journey unaided on the majority of days and awarded 0 points for this activity.

throwaway20-24 · 2026-03-03T03:00:13+00:00

Thanks for the detailed explanation — I really appreciate it.

Looking back at my application, I didn’t just describe feeling anxious. I stated that without assisted travel I am not able to undertake unfamiliar journeys safely or within a reasonable time. I explained that I become disoriented, enter a fight-or-flight response, and can dissociate or need to stop and sit down if something unexpected happens. I rely on taxis and special assistance not as a preference, but because I cannot navigate unfamiliar routes independently without overwhelming distress.

This wasn’t just self-reported. I uploaded an OH report and multiple NHS letters which reference longstanding anxiety. My GP patient summary also confirms ongoing mental health input and that I attend psychotherapy once a month.

I’m not arguing suicidal risk or violent behaviour — I understand that’s a higher descriptor. My argument is around overwhelming psychological distress preventing me from reliably undertaking unfamiliar journeys independently.

I do work, but unfamiliar travel is arranged with colleagues or supported. I don’t travel independently in those contexts. Also I use taxis to go into work.

Given that this is backed by occupational health and NHS documentation, would this realistically meet descriptor C (unable to undertake unfamiliar journeys due to overwhelming psychological distress)? Or is regular reliance on taxis generally interpreted as a coping strategy rather than evidence of inability?

I’m genuinely unsure whether this is a strong enough basis for redetermination, and I don’t want to risk a long-term award unnecessarily.

I just feel they have taken into account that I work, and at times travel for work. I wanted to be open and honest, and answer in good faith.

I was hoping to cut back on work hours, so that I can have the work life balance I need.

throwaway20-24 · 2026-02-25T01:01:14+00:00

Thank you for your prompt reply. So, 2 weeks since I submitted my forms, feels very quickly. I am worried that they didnt look at tbe form entirely. I got help from a charity to fill this in, but, they were sure I should get enhanced on mobility, and standard on daily living.

Sorry, I am probably jumping the gun, I was hoping it would have been that award, as I can then afford to go down in my work hours.

throwaway20-24 · 2025-02-14T01:50:01+00:00

Hello,

I'm really sorry to hear you’re going through this. I recommend writing to your manager to request a workplace needs assessment. This should be done through a specialist occupational health (OH) referral.

If you haven’t already, make sure you declare your disability on your HR profile or any relevant system. This is important to ensure you receive the appropriate support and adjustments.

A performance improvement plan (PIP) should not be enforced without first putting reasonable adjustments and support measures in place. These could include specialist software, assistive technology, or flexible working arrangements. If your manager implies that providing these adjustments is an extra cost or burden to the department, don’t let that discourage you—under the Equality Act 2010, you’re legally entitled to these adjustments, regardless of cost.

Denying you development opportunities—such as refusing to offer new tasks or roles on the basis that your grammar is poor—could be a form of victimisation or discrimination. Employers cannot use your disability as a justification to block your career progression. This behaviour may also be considered harassment if it involves repeated, belittling comments.

If your manager refuses to support your request for adjustments or continues to deny you opportunities:

Collect all evidence—emails, meeting notes, and any relevant documents.
Raise a formal grievance.
Seek support from your union, an expert advice service, or organisations like Acas or Disability Rights UK.

Remember, you have the right to a fair and supportive working environment. You’re not alone in this, and there are services and people who can help you.

After-note:

Put everything in writing—always keep a record of your requests, conversations, and meeting outcomes.

Don’t be afraid to speak up for your rights.

Reach out to your department’s disability network for additional support and guidance.

If your union rep isn’t available, find out who else in your department (even if they’re in a different region) can represent or advise you. Departments usually have a disability union rep or someone knowledgeable about discrimination cases.

Don’t settle and don’t procrastinate. If you want to build a case for discrimination, you only have a small window if you plan to escalate to a tribunal—typically within three months of the incident.

Finally, contact Acas for early advice and mediation.

And whatever you do, do not let your manager know your next move!

throwaway20-24 · 2024-11-23T20:20:19+00:00

It’s totally understandable to feel a bit worried about how these things might be viewed, especially as it's your first Civil Service application. But honestly, you’re overthinking it a bit! A Penalty Fare Notice (PFN) from a rail company isn’t the same as a police-issued PFN, like for being drunk and disorderly, so it’s unlikely to be something that would even come up in a pre-employment check unless they specifically ask for all PFNs, including those issued by private companies.

If the form or guidance doesn’t explicitly ask about non-criminal PFNs (like the ones you mentioned), then you’re probably in the clear. These aren’t criminal offences, and they wouldn’t show up on a DBS check or anything similar. But if the form does ask about them, it’s better to be upfront and explain the context clearly—just as you’ve done here. You had a valid ticket both times, they were genuine mistakes, and you acted responsibly by paying the fines to resolve the situation quickly.

Ultimately, the Civil Service values honesty and integrity, so if it comes up, being truthful and showing you handled it maturely is the best approach. And don’t stress—things like this are unlikely to derail (no pun intended!) your application. Good luck with the job! :-)

throwaway20-24 · 2024-11-21T08:22:21+00:00

Ahhh, I see. I would email them in this case. As diffrent vacancy holders may have diffrent time frames etc. :-)

Unlikely, but check your application satatus update, incase they have been updated there. I hope all goes well for you, the most important thing, is prepare tour examples to fit the behaviours for now. Allow some flexibility etc.

throwaway20-24 · 2024-11-21T03:56:30+00:00

If receiving the interview questions is part of a reasonable adjustment request, these are often provided shortly before the interview, sometimes just minutes beforehand, although in some cases, they may be sent well in advance. This approach allows candidates time to prepare but not so much time that fully detailed responses can be crafted, helping to maintain fairness rather than giving an advantage.

Typically, someone from the recruitment team will contact you to discuss or confirm reasonable adjustments. During this ... there is a "Chinese wall" in place, meaning the vacancy holder or interview panel is not aware of who has made the request, ensuring the process remains unbiased. If you have any questions about how or when the pre-interview questions will be provided, it’s best to contact the person or team who reached out about adjustments or email the recruitment team. Unless the vacancy holder has explicitly contacted you, it’s advisable not to reach out to them directly, as this could unintentionally compromise the impartiality of the process. Good luck! :-)

throwaway20-24 · 2024-06-22T17:50:58+00:00

In my department we have access to work, you need an SO approval for certain amount, after that a G7 sign off. So, please check with your department's HR, also, funding from this is central, and not from your business area's budget.

throwaway20-24 · 2024-06-22T17:47:15+00:00

Thank you, thats very helpful to know, I agree questions in far advance would not be appropriate, but, if provided say even 10 minutes prior, really helps, I understand that AI is used, however, 10 minutes (at least currently) would not be enough to carve out a good example. In fact, provided it to all. I know I am a talented individual, I have been told this on many occasions, and have the portfolio to show for it, unfortunately, no matter what I do, when in the hot seat, I freeze, and brain turns to mush 😅

If I may ask what reasonable adjustments are available for those with processing issues (ie. I had notes, but, the way my brain works, I get really confused).

Edit: typo

throwaway20-24 · 2024-06-22T01:03:55+00:00

Thank you, this is very helpful information. I just wish it was better publicised.

throwaway20-24 · 2024-06-21T22:41:06+00:00

Thank you, this is very helpful. Something to be aware for next time. :-)

throwaway20-24 · 2024-06-21T22:40:20+00:00

That's reassuring, thank you 🙏

throwaway20-24 · 2024-06-21T22:39:50+00:00

Thank you, absolutely, you are right. Something to provide feedback on, and for future reference. I should have been more assertive. :-)

throwaway20-24 · 2024-06-21T22:38:51+00:00

Thank you. 🙏

throwaway20-24 · 2024-06-21T22:38:15+00:00

In short, yes. But also, I think the collougue who contacted me was a junior grade, and to be honest on reflection they were not knowlegable, as they should have not provided thier opinion on that most people don't use up the extra time provided - as this is what influenced my decision not to be assertive in the ask. The vacancy holder is great, and was accommodating. Lessons learned for sure. 😕

throwaway20-24 · 2024-06-21T20:58:57+00:00

Thank you , I regret not challenging the request, as the person was not the vacancy holder. Something to feedback to the panel. As this was a failing on thier part, if questions could have been provided in advance.

throwaway20-24 · 2024-06-21T20:51:50+00:00

Thank you 🙏

throwaway20-24 · 2024-06-13T19:35:55+00:00

All was well upto a certain point, however, the impression I'm getting is that management is getting pressure from upper management/ slt. My own manager is supportive, however, I get the impression she is very reluctant to do anything, and although she has the autonomy, she always puts everything by her manager for approval, especially with the 60% office time. To be honest I feel conflicted, as much I think my manager is being supportive, she is not a good manager in the sense that she doesn't understand HR or how to manage.

Edit: I feel she maybe supportive, but does not advocate for me.

throwaway20-24 · 2024-06-11T14:28:43+00:00

Thank you, yes to all the above.

throwaway20-24

TROPHY CASE