Hi there, I've had quite a torrid few months since I developed a disability(ankylosing spondilitus) and have been off work since whilst the Rheumatologists try their hardest to get me back on my feet(literally) again. My manager hasn't be great at all - he has always had a habit of saying things that fall way short of reasonable and it was no surprise that he started to stick the boot in to me at our keeping in touch meetings. Anyway, a long story short, after being treated like 'you know what' for months and missing out on a promotion possibility as work failed to tell me that my Manager was being made redundant - I decided, for the first time in my life to put in a grievance. I'd spoken to several agencies and they all agreed that I had a good, strong case to go to tribunal if I wanted to. Well, the grievance hearing has come and gone and I've, surprise surprise, been told that there is insufficient evidence from my employers perspective. I'm now considering taking it to the next stage. After my first 'keeping in touch' meeting, my Manager said so many blatantly outrageous things that I decided to record any further conversations for my own protection. It's not something I feel great about to be honest but I'm glad I recorded at least some of the conversations because it clearly demonstrates the ongoing and persistant discrimination and harassment I've had to put up with. However, and here's the dilemma, I've NOT told my employers that I have some recorded conversations where he has clearly demonstrated disregard for me and my condition. Now they have knocked back my first grievance I'm really not sure what I can do(if anything) about revealing that I have this evidence. Any advice would be fantastically helpful.

http://www.guardian.co.uk/business/2012/jun/03/wonga-windfall-boss-errol-damelin

http://www.bbc.co.uk/news/uk-england-tees-18272215