Thanks Becky - my former employers do use a fairly good solicitors so hopefully it won't take too much work/amending. It was being familiar with solicitors rates that made me question the amount my employer had offered to pay. I'm using a direct access barrister, who's already been incredibly helpful with advice to this stage, but he's fine with the £250 - although we've not actually seen the draft document yet (it has actually arrived in my in-box, but I've just got home and decided to deal with it first thing in the morning). A friend of mine used the same barrister a couple of years ago when made redundant, and couldn't remember the hourly rate charged, only that it had seemed very reasonable at the time Lia

Hi DX thanks for replying - I know they pay the fees, it's just that I was concerned that the cap on legal fees that they'd attempted to set seemed on the low side - but the barrister seems happy with it! Lia

no worries - the barrister that I am planning to use has just emailed back to confirm that the £250 is the normal level Lia

After a few weeks going through 'consultation' on a sham redundancy, after a lengthy negotiation and threatening to take them to a tribunal, I've finally got my employer to verbally agree a Compromise Agreement for an amount that I'm reasonably happy with, and I should be getting the draft written agreement soon. The figure that they've suggested for legal fees seems on the low side - £250 (in Central London) Does this seem a reasonable/normal sum? Lia

Hi thanks you both for your replies - really helpful, I'll continue doing my own minutes of stuff and emailing them to the organisation, regardless of whether they deny what took place. Logic would after all dictate that I wouldn't write an email starting 'further to our meeting where you requested that I resign or you would commence consultation on redundancy' - unless that had been the topic of the meeting. They have actually asked me not to go into the office (despite being perfectly well now), so all correspondence is on my private email account. It's just frustrating that there are loads of emails that were sent/received whilst I was working that I don't have access to - probably why they don't want me there. 'Redundancy' is a complete sham; sex/disability discrimination, plus some issues over whistleblowing. Love your suggestion on clarifying the 'matter that we spoke of' emails, Sidewinder

I had a return to work interview (after more than a week off waiting for OH assessment that advised I was perfectly fir to work, as the hospital had stated on discharging me), immediately followed by a 'management restructuring meeting' where I was invited to resign or take redundancy. I asked at the start of the meeting when I realised where it was leading whether I would be supplied with minutes; the response was that it was not a formal meeting, so no minutes would be taken/available. I followed up the meeting with an email with my notes of the meeting. A reply came back with employers version - I think he'd been at a different meeting, still discussing 'restructure' with the implication my role no longer exists, although no reference to redundancy/req to resign that had been main topic of meeting. At a brief face to face meeting today, reaffirmed the redundancy 'option' - plus followed by a couple of emails from them referring to the face to face meeting, and 'the matter we spoke of' and 'the misunderstanding'. If I can't get decent settlement, planning to take to Emp Tribunal - but am concerned about this lack of written evidence - any advice? Also, can I insist on taking a friend with me as a witness to future meetings?

thanks Stu duur - talk abt missing the obvious, it hadn't even occurred to me that I may not being paid! - I've included that point in my request for written confirmation. Lia

I think the discretionary element of the pilon (3 days, you are contractually due 4 weeks, 28 days, 31 days in March) should technically be free of tax (up to a max of £30k). This is probably not worth pursuing unless a significant amount - paying the full month may be to simplify payroll calculations, as much as a gesture of goodwill by your employer and them not wanting to appear petty. You can always put the detail of the pilon on your self assessment return & claim back the tax on the discretionary element that way.

thanks Feebee & Papasmurf this is all being done 'allegedly' in the best interests of my health - and 'continuity' for the org in terms of cover. I'm just concerned something more sinister and not quite so altruistic. Everything at this org v. informal - one of the areas I was taken on to address. I was actually told directly at interview that they didn't want to employ someone that was going to go off on maternity leave!!! They aren't too keen on addressing irregularities, such as potential fraud, that I have identified. Maybe I'm too much of a conspiracy theorist. Things have lurched v quickly from questioning my GPs precautionary measure of a scan, demanding I go into work for a meeting while signed off, and phoning me when I was in hospital requesting I set up someone on line and train them over the phone(!!!) to the current 'do not enter the building' and instructing my staff not to call me. I just realised that I forgot to mention in the initial post that on being discharged, I was told by the Doctor on the ward that it was fine for me to return to work whenever I felt ready. My manager stated this was not a proper assessment. Hospital confirmed I can stop taking warfarin, so last dose was Sunday. I realise that it will take a while to get out of my system, but my blood levels are now the same as someone not on warfarin. My later thoughts since posting is not to raise the issue of suspension directly, since it hasn't been named as that by the organisation, but simply for written confirmation that I have been instructed to stay away from work pending the OH meeting. despite being advised by the discharging Doctor that it was fine for me to return to work.

I was called today by my manager and told not to return to work pending a meeting with occupational health that he has just requested. Nothing received in writing. I have been in the role for 8 months. During my employment, there has been a series of health incidents and I have had way more time off and medical appointments than ever before in a role (or my life!). Essentially: 1) 1/2 day hospital appointment 2) two days off for a diagnostic operation under general anaesthetic 3) two weeks after this - diagnosed with DVT, one day off, week or so of daily hospital appointments that involved my getting in late, but time made up, and some working from home during this period. Treatment for DVT is now complete - confirmed at the weekend. 4) Last week - five days off - migraine. I have had no previous history of this aside from one migraine about 17 years ago. Saw my GP twice during the week, and he has referred me for a brain scan, I think as a precaution because of DVT and susceptibility to head injuries on Warfarin. Provided a fit note from GP, although didn't strictly need one until Monday, Migraine resolved itself Friday/Saturday. 5) Sunday - Admitted to hospital for heavy bleeding, related to the warfarin, which has now been stopped, discharged Monday (yesterday), felt OK to go in for a half day Tuesday & full time from Wednesday. My contract is v. brief, and handbook of policies about 4 sides of A4. Suspension not covered, sick pay entitlement 1 month in first year. My initial reaction is to request confirmation that i have been suspended in writing does anyone have any other advice?