Tweet
Hi,
My other half has been on long-term sick it was decided she half needs more support from family as I am unable to due to work commitments. We have a young family with 4 kids. She has been diagnosed with depression which came on during her pregnancy which we believe is caused by work related issued (during pregnancy she had to deal with a disciplinary hearing for gross misconduct for an error which was caused by error by a number of other people). The disciplinary dragged on from around when she was 3 months pregnant and was postponed due to stress it was causing (at my insistence fearing for her health and that of the baby). So the whole process was concluded 2 months after the birth of our child. So all in all this lasted for 8 months. This then caused the current bout of post natal depression as she has been signed off for the past 3 months post maternity leave.
I dont want her to return to this employment and felt being nearer family would aid recovery. So my question is:
1) Weather it was necessary for her to hand in notice when we have a moving date as it would be impossible for her to go back to work if she was to be signed off.
2) Or continue to be signed off and receive sick pay and then resign at the point it she is deemed well enough to return to work?
I believe the answer is 1 but would like to clarify the position especially as the evidence is clear that this was brought on by the disciplinary procedure and the way the company managed the situation even when they knew she was having quite a difficult pregnancy at the same time.
I hope this is clear any clarifications please ask, I look forward to hearing your responses or opinions on this.
My other half has been on long-term sick it was decided she half needs more support from family as I am unable to due to work commitments. We have a young family with 4 kids. She has been diagnosed with depression which came on during her pregnancy which we believe is caused by work related issued (during pregnancy she had to deal with a disciplinary hearing for gross misconduct for an error which was caused by error by a number of other people). The disciplinary dragged on from around when she was 3 months pregnant and was postponed due to stress it was causing (at my insistence fearing for her health and that of the baby). So the whole process was concluded 2 months after the birth of our child. So all in all this lasted for 8 months. This then caused the current bout of post natal depression as she has been signed off for the past 3 months post maternity leave.
I dont want her to return to this employment and felt being nearer family would aid recovery. So my question is:
1) Weather it was necessary for her to hand in notice when we have a moving date as it would be impossible for her to go back to work if she was to be signed off.
2) Or continue to be signed off and receive sick pay and then resign at the point it she is deemed well enough to return to work?
I believe the answer is 1 but would like to clarify the position especially as the evidence is clear that this was brought on by the disciplinary procedure and the way the company managed the situation even when they knew she was having quite a difficult pregnancy at the same time.
I hope this is clear any clarifications please ask, I look forward to hearing your responses or opinions on this.
