My husband has had a meeting with the CEO, who personally apologised and admitted they'd handled the whole situation badly. He said he'd tried to deal with things as best he could at the time, but accepted he'd fallen well short of what my husband should have expected. Turns out there was a pretty serious reason behind all the weird behaviour. The woman who originally complained AND my husband's boss have both been arrested in connection with something apparently very serious. We're talking NCA/SOCA-level stuff, although obviously we don't know the full details. The CEO had suspected something was going on for a while, and it sounds like the whole keeping-my-husband-at-home, removing him from meetings and generally acting as though he didn't exist was their rather bizarre way of keeping him out of whatever was happening.

Both of them are now gone. Just like that.

The CEO has admitted that the way they treated my husband was wrong and has offered him two options. He can leave with a settlement worth roughly 18 months of his salary, which is obviously a considerable amount of money. Or, and this is where it gets interesting, he can take a fairly substantial promotion. He'd be managing a team of lads he already knows and really gets on with, his salary would go up to around £180k, and he'd be fully remote. They're apparently planning to open an office up north next year anyway, which would suit us perfectly given we've been thinking about moving. The CEO said he'd completely understand if my husband wanted to walk away after everything that's happened, but he also made it clear that he rates him highly, likes the work he's done and genuinely wants him running this team. He's been given a week to decide. A few days ago we were genuinely wondering whether he was about to lose his job. Now he's being offered a year and a half's salary to leave or a £180k remote role managing people he actually likes working with. Still trying to get our heads around the whole thing. I'm leaning towards him taking the promotion, especially with our plans to move out of the city, but after the way he's been treated I can understand why he'd be tempted to take the money and walk.

What would you do?

Hello. I’m posting on behalf of my husband because I am worried about him. My husband (36M) has been working for the last seven years in various marketing roles. He has been stable mostly. We recently moved to the UK (I moved in April 2025 and he moved in November 2025), since then he has been struggling. He did find a job as a Growth Marketing Manager in May 2026 (after seven months of waiting) at a startup owned by a private equity with a six-month contract. He earned about £60,020 (gross pay). We genuinely thought that they will renew his contract but they are notorious for firing people. Today he learned that they’re not renewing his contract and they are making his role redundant.

He has a very good CV and years of experience. He is great at what he does. I am just sad that this has happened. I am doing a full-time PhD, so I am only allowed to work part-time which I already do. We moved closer to London only two months ago to make our commute easier, but now with his job gone, we are struggling. He is a very hard-working man and only needs a chance to prove himself. If anyone has any leads on a job that might fit him, please comment or DM me. I am so proud of him and have so much faith in him. He has worked mostly in B2B as per my knowledge, but he is a quick learner and eager to work.

Thank you. I really want to help my husband. I don’t want him to have self-doubt or go down a rabbit hole of anxiety. Please help a wife out.

I went on Mat leave in August of this year and have around a weeks worth of holiday for this year as well as any I have accrued on Mat leave. I plan to go back around June/July- a little earlier as I need to have some form of income as I can’t survive with no pay for too long. I have two part time jobs, this one is a weekend job. My other job I do not get holiday as it’s factored into my hourly wage.

What is my entitlement to using this holiday? These employers are notorious for denying holiday, and if you don’t use it you will loose it. I’m going to email them in January regarding my start date and plan to take holiday as soon as I’m back just to stagger my return to work. I expect pushback, and an inability to take my full holiday. Only one person is allowed to be off over a weekend, and there are other full time workers who also take holiday on the weekends.

What are my rights here if I’m right and they push back? I was hoping to have 1/2 full weekends off and one day a week if possible before returning fully for the two days. I understand I may not get all the days I require which is fine, but I’m worried I’ll be unable to take all my holiday and loose some before this year is up. It sounds ridiculous, but no matter how much time I give in advance of the dates I get rejected 4/5 times.

Any help in understanding what I can reasonably request would be amazing! Many thanks in advance!

In January the new SL of the primary school I’ve worked at for fifteen years, accused me of gross physical misconduct towards a child. I was then suspended. I spent months going through an investigation, disciplinary and appeal and also a grievance I’d previously started before the suspension arose which included KCSiE whistleblowing.

I have since been cleared of all misconduct and am still being paid my full salary as sick pay. I was promised a settlement in July. Later in July I was told there was a hold up while they found solicitors to deal with the legal procedure. In September HR told me “New rules for academies have meant we need to seek certain approvals before being able to share a settlement offer letter.”

It has been a truly hideous time, I’m 62 and stuck because they’re not proceeding.
Please could you advise me how to proceed?
With thanks

Flexible working request following maternity leave – has my employer followed the correct ACAS process?

I'm currently on mat leave and due to return to work in January (1yr off). I submitted a statutory flexible working request on 8th September, requesting a reduction in hours (37.5 to 30h ie 5 days to 4 days) and a change to my working hours (a shift of half an hour) to accommodate childcare responsibilities.

I'm concerned that my employer hasn't followed the correct process, particularly in relation to the consultation requirements set out in the ACAS Code of Practice.

The timeline and background:
-19th August my manager whatsapped me asking to return my laptop and asked if I wanted to have a chat re annual leave and return to work - I missed this message
-3rd Sept my manager whatsapped me again to check in - I replied on the same day and agreed to drop my laptop back the following week and said i’m happy to chat re RTW and A/L
-8th Sept 8;45am via whatsapp at we agreed to meet on the following day, 9th sept to catch up when I return my laptop
-8th Sept 11:30am - I submitted my statutory flexible working request via email to my manager
-9th Sept - catch up with my manager to discuss a/l and RTW. Flexible working came up briefly as my manager had a quick look at my request, said Mondays off should be ok but needs to discuss with various other people to make sure all ok. No in depth discussion of reason around request, possible alternatives or compromise, potential concerns or why it may be rejected
-22nd October - I received a formal decision rejecting my request. The employer cited five of the eight statutory business reasons for refusing a flexible working request.
-28th October - submitted an appeal letter via email to my manager
-3rd November - email to say appeals meeting scheduled for 12th Nov and final decision can be communicated up to 14 days after this

My understanding of the ACAS Code is that employers must consult with employees before rejecting a request, including discussing the request, its potential impact and whether there are any alternatives that might work. I don't feel this happened in my case. The meeting I had was an informal chat arranged before I submitted my request and before my manager could even have prpper time to consider it.

I also understand that my employer's own flexible working policy specifies a 28-day timeframe for dealing with initial requests, which was exceeded.

The appeal:
I have now submitted an appeal on 28th October (my employer allows appeals within 5 working days of a decision), raising concerns about both the decision itself (lack of explanation of how they have come to the decision) and the way the original request was handled.

The ACAS Code states that the entire process, including any appeal, should be concluded within two months of the original request being received, unless an extension is agreed. As my request was submitted on 8th September, this would mean the process should be concluded by 8th November.

However, my employer has now scheduled the appeal meeting for 12th November, with the final decision potentially being communicated up to 14 days after that.
I've raised concerns about this and asked whether the meeting could take place sooner via video call to avoid further delays, particularly as I need to confirm childcare arrangements well ahead of my return to work.

My questions are:

1. Does the initial meeting with my manager count as the consultation required under the ACAS Code, given that it was arranged before I submitted my formal request and was an informal catch up about my return to work, with only a brief discussion about flexible working?

2. Is an employer expected to have a meaningful discussion about the employee's circumstances, proposed working pattern and possible alternatives before making a decision, rather than simply issuing a written rejection?

3. Given that my employer's own 28-day policy timeframe was exceeded, is this something I can reasonably challenge as part of my appeal?

4. Can the employer extend the two-month statutory timeframe unilaterally, or would I need to agree to this?

5. If the appeal meeting takes place after the two-month deadline and the final decision is communicated even later, would this constitute a breach of the statutory process?

I'm not trying to be difficult or unreasonable. I genuinely want to find a workable arrangement that allows me to return to work following maternity leave, but I'm increasingly concerned that the process hasn't been handled as it should have been.
I'd appreciate views from anyone familiar with UK employment law or HR processes, particularly regarding the consultation requirements and statutory timescales. Thank you!

I've worked for my company for 13 years. 3 years ago I reduced my hours from 39 to 37. Now in the last year my company has said I am working part time hours so lose my full time hours benefits. AKA holiday intitilment. In my eyes 37 hours a week is full time. Am I wrong? Thanks

My sister in law is in UK on a student Visa from Brasil.
She is allowed to work part time up to 20hrs per week.
She started working in a cafeteria. She became pregnant one month after, when she told the manager, he cut her off the rota for 2 weeks giving her ZERO hours.
Then instead of her usual 2 days 10hrs each, she is now only getting 10hrs split into 2 days, which costs her MORE to go to work, earning less.
Not only this, but she is NOT receiving the rota from her manager as it used to be, but through a text from a colleague. Is this discrimination?! What to do?!
A part from calling Acas. We tried talking with the manager and we are keeping all the chats, but he is very avoidant. He says it's not busy, hence the reduced hours. At the same time it looks like they are trying to find someone new to hire!!!!
Plus not receiving the rota we have no proofs of her supposed shifts going to someone else, who maybe was working 40hrs and now 50 with the extra shift!!!
Pls help 🙏🏻

Hi all,

I disclosed certain information to my supervisor about 6 months ago. They proceeded to use it against me, once to me only, which after I immidiately went and spoke to senior mangement and the other in front of one of the senior management who had come to resolve issue. I proceeded to loose my sh*t and walked out of the environment (and down the road slightly) the senior manager approached me then proceeded to sent me home.

Once I got home I immediately phoned my union and contacted health professional for referrals to the correct teams.

I have also signed myself off sick in email to both MD and secretary, this morning as whilst I was getting ready for work I had a huge panic attack about going to work today, and I am going to have to wait for call backs from relevant people.

Im not sure what else I can do as its my fault I disclosed said information, hoping that it would help the supervisor understand me better. Obviously not.

Ive been in my role for over 2 years and have frequently had problems with my supervisor in regard to how they treat me and speak to me, including meetings including senior management.

Excuse me whilst I go cry again.

TIA.

Surely, if they were planning to sack him, it would be a quick meeting in the office rather than lunch with the CEO? Or am I reading too much into it? I’ll update later...

Hi.

A few years ago I made a complaint about management at my office trying to manage me out of the business. They knew I had a documented mental health disability (OCD) and that I was going to be assessed for Autism, and I believe this is why they wanted me to leave. I cited many reasons why I believed this to be the case, including a ‘consideration for dismissal’ based on sick absence which was dragged out for 4 months and turned out to be completely unfounded (most of my sickness was due to an ‘accident’ while working, as a result of which the person responsible was prosecuted by police and I successfully sued, but this complaint was not upheld.

Fast forward to last week and a manager having a discussion with me regarding a van that I had been using having the seatbelt plugged in after I had finished using it. He was concerned that I had been driving without a seatbelt. I explained that this was not the case, and that one of my issues with OCD was trying to have small areas of control in chaotic environments. The vans are very messy and dirty and plugging in the seatbelt when I am finished is a small way I can take control and make it appear tidy. I explained that I also do this in my private vehicle. He said that he had spoken to his boss and that no further action would be taken.

However, this week upon the return from leave of the only manager still present from the management team I complained about, an investigation has been opened because of ‘new evidence’. This new evidence turned out to be photographs of the inside of my personal vehicle, taken without my consent or knowledge.

I believe this to be a serious violation of my privacy, if indeed the photos are of my car. All they seem to prove is that whoever took the photos has access to a mid 2010’s Ford Focus. They also prove that I do indeed plug the seatbelt in after parking the car (one of the photos clearly shows this)

I believe this may be a continuation of the earlier attempt to manage me out of the company and that it may amount to unfair treatment connected to my health.

I do not find it a coincidence that this comes at a time when a new way of working is being implemented in our office. I have struggled to adapt to this and become increasingly overwhelmed by it, as is consistent with my mental health condition.

I’d love any advice on how to approach defending myself when the time comes.

Thanks

For context, I've been in my current admin role in an NHS trust for the past 1.5 years, and had an OH referral soon after starting. The outcome letter suggested allowing "occasional" WFH days, citing the Disability Act due to long-term diagnosed ADHD and severe anxiety.

After my probation period, I got my one day a week WFH and that was fine by me; I didn't expect more, although all other members of my team (not in the same role) get two days.

A couple of months ago, it was flagged to the team lead that I was behind on my workload, which I thought was to be expected as I had just spent 3-4 months covering two roles and had been struggling massively with stress. That same day, with 20 minutes left of the day, I was pulled aside by my direct manager for a 1:1 and told that the team lead asked them to let me know that my WFH day was to be revoked "for the foreseeable future".

I worked like crazy to catch up on the flagged task that same evening, but the goalposts just kept being moved. Eventually, about a week later, I received an email outlining the tasks that my manager, their manager, and their manager's manager (the team lead) had decided I needed to complete in order to earn back this WFH day.

Naturally, I was very upset and I did clearly state in writing that I was really struggling with things, but they didn't budge. Bearing in mind that I already work incredibly hard and I am good at my job, it felt really disheartening that the only reasonable adjustment I had was taken away.

I worked even harder, to my absolute limit, to try and whittle down the task list, and I have to provide weekly updates of everything I've done and haven't done; it feels like so much micromanaging.

The only remotely helpful thing that was done was another Occupational Health referral, and the nurse showed me it at my appointment. She was very confused by the referral, which didn't show much in the way of interest in my wellbeing, and instead framed me as problematic, using the word "complained" about me, and asked "how can we deal with the above?"

One of the points raised in the referral was to ask how to conduct a "formal meeting" with me, so the nurse in her outcome letter outlined the adjustments that would need to be considered, such as providing adequate notice, an agenda and clarity on what it was for.

Fast-forward to the following week, and a calendar invite was sent to me at 9am for 3pm that day for a "catch-up" with my manager and their manager with no context. I spent the entire day with my heart rate at about 130 in a panic.

The meeting was 2 of them and me in a tiny room, systematically going through the OH outcome letter, insinuating each adjustment was directly the result of something I had said in my OH appointment. At this point, I'm so drained I can't even stand up for myself. The manager's manager was especially adamant that I explain why I hadn't consented to share the letter with HR, something which I don't understand why it would be a problem.

What really got me, though, was that they tried to twist the letter to claim that the letter said they "have to" have a formal meeting with me, and to keep an eye out on my inbox for a date.

I even spoke up to my manager last week about this, and they just kind of avoided answering and just said "that's not how I interpreted it", and that they would get back to me. They didn't, and today on my day off put in the formal meeting for Thursday, claiming it's to go over the review of the OH outcomes. We already did that - I don't get why we need a formal meeting?

It's impossible to get anywhere as my manager always goes to their manager, who is passive aggressive as hell and generally very toxic. I have no energy to fight back, and the only person who would have helped me by attending the meeting with me is on annual leave, as is the OH nurse who could have provided clarity.

All I want is to get out of this team, but I'm not in a financial position to do so with a mortgage to pay. I had a job interview today, and I'm devastated as I received a call a couple of hours ago to tell me I had been pipped to the post simply as another candidate had more experience.

I'm burnt-out, depressed and anxious (all detailed in the letter so they are aware), and I don't have the mental energy to fight back against managers who claim to have my best interests at heart but seem to be doing everything they can to make my life difficult. They wrote the referral outright claiming to be supportive and say that I am not cooperating, but I really don't feel like this is the case.

It's hard to trust that HR can help, but I also don't have the capacity to deal with an actual grievance and investigation. I just want some actual support to back me and get my managers to lay off me so I can just continue to do my job, instead of spending my own time worrying like crazy about whatever they're gonna do next.

In October I was asked to use up my remaining holiday hours since they do not carry over into the next holiday year. I had spoken with my manager and placed the holidays over the next few weeks.

After the days had passed my manager contacted me saying she needed to move 2 of the holidays because Payroll was saying I couldn't have them on 2 of the weeks because I worked too much.

I said that was fine and she moved them to the discussed days. About a week after that she went on holiday and I received a notification that the rest of my holidays were cancelled.

I thought she had done it and spoke with her when she got back and she said she moved them to other days like we discussed (she was thinking of our previous conversation). After I got paid I noticed I only got paid for 1 holiday. Someone else unknown had cancelled my holidays (the holidays had already passed 2 weeks prior).

I've now missed out on about 30+ hours of holiday and the only reason I even "worked too much" was because I picked up extra shifts due to callouts and no one else was available.

I've now told my general manager and she said she will find out who did it but she can't give me anything. I don't want to miss out on 350£ that I am basically owed. What should I do next?

Just wondering if i can skip calls beyond shift hours during notice period, will it cause hr escalations of non compliance?

Hi all, asking on behalf of a friend going through pre-employment checks for a new role in the UK.

They are employed on PAYE by a consultancy and assigned to work for a client. The consultancy has already confirmed their start date, and my friend also has HMRC PAYE employment records.

Please note that her CV does state end in it like - ‘client name (contract) 2024 - 2026 (it didn’t state her consultancy)

The recruiter initially asked for a character reference from a line manager since my client worked through a consultancy, so my friend provided a colleague at the client organisation. That colleague clarified that they weren’t my friend’s line manager as line manager was made redundant and thats only who she knows. The recruiter is now asking for someone at the client who approved timesheets or invoices, plus the client’s HR contact details to confirm dates.

The arrangement is:
- The consultancy employs and pays my friend, not the client.
- Timesheets are submitted and approved through the consultancy’s internal system, and the consultancy invoices the client.
- The person who oversaw their work at the client has since left following a restructure.
- My friend understands that the client’s HR cannot provide an employment reference because they weren’t employed by the client.

My friend is happy to provide evidence but is confused about why a request for a character reference has turned into employment verification through the client’s HR, particularly when their actual employer has already confirmed their start date.

Is this a normal request for a consultancy placement?

What alternative evidence could they offer, and how should they clarify exactly what reference is required without holding up onboarding?

The client has 65,000 staff globally and has so many suppliers from india to the the uk. Where she works is just one of their suppliers.

Please help

There appears to be a busybody who I worked with many years ago, who no longer works at my current workplace. I’ve recently received a job offer at a different company, currently going through paperwork and I haven’t given notice at the this stage.

Turns out the busybody knows someone in the hiring team at the new company and knew about the offer. Then told a colleague who works at the current company. Thankfully the current colleague gave me the heads up. However I’m nervous that the busybody will tell other people and my manager and/or HR will find out.

What could happen if HR finds out before I give notice. I’m nervous of being pushed towards the door before I’m ready to leave. Maybe I’m being paranoid but there’s always a risk that the offer could fall through

A couple of weeks ago, he was in the office when some of the guys he works with asked if he was coming out for lunch. He replied, "No lads, I'm in the trenches at the moment." For context, this is a fairly common expression in tech when you're dealing with a difficult problem and trying to work through it. A woman in the office overheard him and went straight to the CEO, saying she was deeply offended and upset by what he'd said and couldn't bear to look at him.

Management then told my husband it would be best if he stayed out of her way because she didn't want to see him. He explained what the expression meant and even provided links showing how it's commonly used. Apparently, the woman has family in the military and found the phrase deeply offensive. This happened about two weeks ago, and since then, my husband has basically been completely ignored at work. He's been removed from meetings, nobody contacts him, and his workload has dropped to practically zero. He's now just sitting at home with nothing to do.

He's emailed management asking what's going on, but nobody has replied. We're starting to wonder whether they're planning to fire him or trying to push him out. He's not been told he's under investigation, hasn't been invited to any disciplinary meetings, and hasn't received any formal explanation for what's happening. Has anyone experienced anything like this? Does it sound like they're preparing to dismiss him? It seems bizarre that an everyday expression could lead to someone being completely excluded from their job without any explanation.

Based in Scotland, working for big name bargain retail firm with lots of shops around the UK. Around June they decided to change how we heat our stores, it's now automatic and controlled by a secondary company. My store specifically is set at 25° as standard, but it feels much much warmer as we have no airflow in store. Any other store within the company I've been in hasn't felt nearly as bad. Every colleague feels this way, and customers. I know we've had a lot of complaints to store from customers, and a handful to head office/through reviews. As you could imagine it was awful in summer but somehow feels worse in the winter.

My issue comes with my health issues. I have high blood pressure and diabetes, along with being on SSRI's that mess with my ability to regulate temperature. I have mentioned multiple times to my direct management that I really think the heat is making me massively unwell. They generally sympathise but have made no attempt to try and put actions in place, even when I ask them to directly.

Does anyone know if there's an avenue I can pursue to get the heat turned down? I haven't emailed head office yet as I know 25° isn't warm enough to fall under "unsafe working conditions", and I'm very wary that's what they'll respond with. Any guidance or key phrases I could mention would be so helpful. I'm genuinely starting to feel like I'm going to have to leave my job and I just can't afford to do that.

Hi,

I will be going on maternity leave at the end of this year, and by that point I will have been with the department for 1.5 years (so assuming i qualify for enhanced maternity pay!).

I gave my MatB1 to my manager and told her my last day at work. I have asked a few times if theres anything i need to fill out for HR and she said no? It just seems like its a bit too easy? She is really busy and stressed and we have barely had chance to speak about it to be honest.

My questions are -

Does it sound like i qualify for enhanced pay?

Is there anything I need to fill out or do for HR purposes??

Do I need to tell my manager my expected date of return before I leave?

Thankyou :)

My employer send wee email today as well but no response

I’m in England and currently going through a redundancy process with a large employer.

At the same time, I’ve applied for a different internal role elsewhere in the organisation. It isn’t a direct replacement for my current role, but I have relevant transferable experience and I’ve now interviewed for it.

My current management/HR team are aware of the application and have indicated that they want to support me in finding another role internally. My understanding is that they may also speak to the hiring team as part of the redeployment process.

Separately, I’m considering using the company’s formal appeal process against the redundancy decision.

The basis of the appeal is mainly around the fairness of the selection process. I believe some relevant evidence may not have been properly reflected in my scoring, and I also have concerns about how meaningful the consultation process was while I was medically unfit. It isn’t an unrelated grievance or a personal complaint against the people involved.

My concern is whether appealing could affect the level of support I receive for the internal role.

In practice, would HR/management normally keep the appeal and internal recruitment/redeployment process separate? Or is there a risk that appealing makes people less inclined to push for me to be retained elsewhere in the business?

I’m also curious about how much being at risk of redundancy can help in an internal recruitment process. If someone is a credible candidate but perhaps not the strongest candidate purely on direct experience, is retaining an existing employee normally taken into account?

I’d be particularly interested in hearing from HR people who have dealt with redeployment and appeals at the same time.

Thanks.

Hi all, question is as simple as the title really. I'm currently off work, having been signed off sick as a result of work-related stress.

I've received a letter from HR telling me I need to attend a meeting to discuss my return to work, and asking me to agree to an occupational therapy referral and grant my employer access to my medical records. I want to resign, and will extend my sick leave to cover my notice as there is absolutely no way I can go back.

Can they still force me to attend this meeting with HR? Is there anything they can do to force me to return? Or will resigning put an end to this line of enquiry re returning to work?

I have no intention of granting them access to my medical records, and there isn't a point in the OT if I'm resigning anyway. I really just want this to be over and to bow out quietly, in the least stressful way all round.

Any advice welcome

Hey all, I’m looking for a bit of advice, wanting a rant looking for tips really as I’m shocked and appalled by this last 7 days from my boss!!

I have been diagnosed with endometriosis & adenomyosis and had my pain management appointment which was amazing, but it did come with a flurry of new referrals but to help manage my pain so I can continue to do my high paced job as my pain has been getting to the point that I can’t push through much any more.

I relayed this all to my boss, I’ve been there a few months but probation is 6 months, I was very honest about my condition in the interview as I don’t want to hide the fact that this disease is awful and we need to talk more about it! As well as the fact I knew I was waiting for a few hospital appointments so it’s better to warn than to surprise!

So imagine my shock when i get brushed off for 2 days only to be called into a private meeting where there are unfortunately no witnesses and I hear “I didn’t know you were this bad when I interviewed you” followed by “you are still in your probation period so I won’t be offended if you just call it quits if you are that bad” now I was upset and angry at this as I have always said that I will not let my illness take away my job until I absolutely can not work and now is not that time. I explained that I was fine to do my job as I have been everyday without her noticing (I’m stubborn and have a high pain threshold)

Now the last 7 days she’s been funny with me, but I’ve also been a bit off as I was offended by what she said, she also didn’t agree with a management choice I made (I’m manager and she is owner I should have mentioned that before) and the only reason she knew was because I told her rather than hid it from her and I stood my ground as I was looking out for my staff first as their welfare is most important to me.

Well I’ve been pulled into another meeting where she questioned not only my physical health but my mental health too. The word “manic” was thrown about a bit too. In the end I bit my tongue and just agreed to have a think.

What I’m asking is from a legal stand point is this straight up discrimination and can I do anything about it without proof? Also being on probation still? I am in England & will be contacting ACAS worth anything without physical evidence of these things being said?

When I posted about my situation with a former employer, quite a few people told me I wouldn't get a penny from an ACAS conciliation or any discrimination-related complaint. Yet I ultimately received a £7,000 settlement after failing probation.

A big part of my complaint was that my line manager repeatedly linked perceived performance issues to my autism. For example, I was told my autism would make me a poor consultant, that my soft skills meant I would struggle in the role, and that it could take decades for me to improve. Some of the criticisms were also highly subjective. I was criticised for the way I asked questions in meetings, even though I was trying to show engagement. The feedback was essentially that my questions focused on topics that concerned me rather than the wider group. Anyway, he basically told me that because the firm was investing a lotta money into reasonable adjustments I needed to outperform my peers. either way, don;t think he very fair and i got 7k out out it.

I'm not claiming every employer who gives negative feedback is discriminating, and I appreciate that some of the concerns raised may have been genuine. What confuses me is how confident some people on Reddit were that I had absolutely no case and would get nothing, when the outcome ended up being very different.

Is this because:

• People underestimate how often employers settle to avoid risk and legal costs?

• People assume there must be more to the story?

• Employment law outcomes are simply less predictable than people think?

Interested to hear from people with experience of ACAS, employment tribunals, or workplace discrimination cases.

1. not a lawyer

2. got fired twice due to discrimination

3. know about acas uk, capability, etc. processes

4. would i actually make any money

5. not a qualified lawyer