RM Suspension of I.H.R ?

[derek watson]

Please can someone confirm the following facts, a RM Manager informed me I.R.H had been suspended & V.R isn't a option either.

ps l have been on Sick leave since January "22" so my only option is to resign ?

[P13]

Please can someone confirm the following facts, a RM Manager informed me I.R.H had been suspended & V.R isn't a option either.

ps l have been on Sick leave since January "22" so my only option is to resign ?

A couple of people in my office have just been ihr'd , I think your manager is being economical with the truth,ask them to put it in writing.

[sledger]

only resign if youre able and financially need to get another job otherwise sit tight the equalities act i believe will have youre back,just more scaremongering to the vulnerable sick,they really are sinking low now

[Chris19]

Get it in writing, a colleague received it this month.

[redlen]

only resign if youre able and financially need to get another job otherwise sit tight the equalities act i believe will have youre back,just more scaremongering to the vulnerable sick,they really are sinking low now

If Royal Mail officially end the IHR Procedure, all they will have to pay is the three months contractual notice period. The EA 2010 has no relevance to the procedure.

As far as I am aware Royal Mail are reducing the entitlement, not abolishing.

Whatever you decide, get resigning out of your head and refuse any suggestion that might come your way.

Propaganda and spin works both ways. The only casualty is the truth

[sledger]

are they not then making you redundant,royal mail would be very careful about sacking a sick employee

[redlen]

IHR is part of the redundnacy dismissal procedure, but a good leaver

Nothing stopping Royal Mail forcing the IHR procedure on the employee
if justified

[97gaz]

I suspect IHR is still a thing judging by the amount of people saying they're getting put forward for it. However the company doesn't have to give it if they cover their bases. I'm out now but I know there are still two people in my old office who are still on RMs books who have not set foot in the door for 2-3 years.

The equality act says employers need to attempt to make reasonable adjustments in respect of peoples disabilities. If they feel they've done that and the employee has refused those terms then they've usually covered their backs. In physical disability terms it's not likely that the company can make those adjustments easily. All the people who have been IHR in my old office have taken IHR because physically they had no choice. It's maybe a lot different in Mental health/stress cases. If the company offer a solution/adjustment to the employee in the form of a section move, transfer, attendance time change etc and it seems to be a reasonable adjustment then the company have covered their obligations under the EA.

I'm not an expert on the EA but this is my take on it.