Refused a phased return after back injury

[PleasedButSticky]

As the title.

Been refused a phased return "because we can't afford to have you sitting around doing nothing" after hurting my back, I'm really struggling, having been thrown onto full delivery, and in a few days I'm getting put on a heavy collection. I feel like they're deliberately trying to get me staged warnings. Other people (friendly with managers) have recently had phased returns.

What the f am I supposed to do, so stressed, depressed and angry every day right now

Union rep isn't the best either. Wish I could just walk away.

Sorry for the ranty nature, are they entitled to do this?

[Jb1969]

Before you returned you should have had an OH referral.
They would have suggested what was best for you, NOT the Manager.
If you have not had one request it & speak to your local Rep.

[ted_e_bear]

As above reply, I'm assuming you were off sick for a few weeks so you should have been referred to occupational health, it's a phone appointment where you discuss your reason for absence and when you think you'll be likely to return, they will send a report to your manager confirming this, for a back pain related absence I'd imagine they'd definitely recommend to your manager that a phased return would be the course of action to take.

Oh and as far as the we can't afford to have you sitting about bit I think that stinks unprofessional twats

[datasaint]

Oh and as far as the we can't afford to have you sitting about bit I think that stinks unprofessional twats

80% of a managers day is sitting about doing nothing who are they to talk

[Hitbox]

Speak to your GP about how you're struggling, get a fit note that states you are happy to work (if you are ) but as the recommendation from your GP with light duties.

Pass that onto your line manager, state that's a medical document- if no adjustments or light duties is offered, get in touch with OH through another manager.

along with stating that if they aren't prepared to provide any type of form of adjustment to duties as judged up by a OH assessment , that you'll back on the sick until you are 100% fit enough to do all duties without resorting to putting your health further at risk- any further damage /issues with pain- document it ALL!

every conversation, every telephone call, make sure you jot everything down- that way then when it comes to contacting HR if you need to- you can state quite alot.

As someone who "trusted" a line manager to take care responsibly of my return to work - I then had my back go worse through pure ignorance from my manager who refused me light duties due to "national dispute"- who eventually left the business and got away with it.... to me leaving the business from this back injury after spending 10 months off sick and left through ill health retirement.....

[SpacePhoenix]

The big question is "Are all the "light duties" already spoken for by those with DDA and those recovering from whatever?" If they are could the OP end up having to go to a different office for a while? If they go back on the sick they'll get another stage, it could be iffy if that'll put them onto a Stage 3.

[ted_e_bear]

The big question is "Are all the "light duties" already spoken for by those with DDA and those recovering from whatever?" If they are could the OP end up having to go to a different office for a while? If they go back on the sick they'll get another stage, it could be iffy if that'll put them onto a Stage 3.

Apart from Dom support/whatever the person who allocates specials etc in the locker is called these days there's no such thing as light duties in delivery offices, yes there are physically "easier" duties such as rural but the general consensus is when you return from an injury such as a bad back broken ankle etc that you should be offered a phased return, reduced hours at first maybe IPS followed by putting some d2ds in, next step part of a delivery etc with a view to finally building back up to full duties.

I don't want to sound harsh but if someone will never be able to perform full duties then that's when they offer ihr.

[rogersh]

One option; This is a recent update on the process 30/04/25

RAISING CONCERNS AT WORK

The Raising Concerns procedure replaced the Bullying & Harassment and Grievance procedures as they were no longer fit for purpose, or being applied in a manner which was in the best interest of our members.. it is important that everyone should feel comfortable and able to raise concerns at work without fear of recrimination.

You can raise your concern in one of three ways:

Speak to your manager
Use the Raising Concerns tile on the People App
By calling the HR Helpdesk on 03456060603 (option 5)

Raising Concerns – the CWU guide for branches, representatives and members is linked below.

Click to access 08198-Raising-Concerns-A5-36pp-v1.pdf

Everyone should feel confident they are working in an inclusive culture and environment where everyone is treated fairly, with respect and protected from inappropriate behaviour. If yo have an issue or concern but are unsure or lack confidence in raising it or the process, then please speak to your Unit or Area rep or contact the Branch for advice and support.

This procedure applies to all employees in Royal Mail Group Limited (including Parcelforce and Property, Facilities and Solutions)

[Simondavid]

Raising a concern I found it to be just another level of management and if a manager has told an untruth they'll back the manager and say your word against his sad to say get photographic evidence at all times

[Honey badger]

That's why your return to work is so important it's up to you and the manager to agree an outcome.dont listen to all these idiots comments use the 2010 equality act and a fazed return is like a piece of string everyone is different.stick up for yourself don't sign until you agree with outcome and make sure you go to doctors etc so you have evidence incase they call your bluff

[redlen]

Royal Mail as an employer does not have to offer a phased return after illness.
The only exception being is if you are covered unded the Equality Act and have a confirmed protected characteristic through Occulational Health and the employer is aware of your condition.