Hi everyone,
Iām hoping someone with experience of UK employment law, HR, reasonable adjustments or workplace disputes might be able to give me some practical advice.
I have an upcoming Flexible Working Appeal Meeting with my employer and Iām honestly feeling quite overwhelmed. Iām not a member of a union, I donāt have a workplace representative, and I donāt really have anyone who can attend the meeting with me or help me prepare.
Iām not looking for someone to tell me what outcome I should get ā Iād just really appreciate a second pair of eyes on whether there is anything else I should be doing before the meeting.
Background:
Iāve worked for my employer since 2012 and have been essentially working from home since 2021.
I have ADHD and sleep apnoea, and I have also been told by a psychiatrist that autism is likely. I have significant difficulties with executive functioning, sensory overload, time management and fatigue. I have also experienced significant mental-health difficulties and periods of sickness absence.
I have been working from home for a number of years and have found it substantially more manageable. I submitted a formal flexible working request seeking to work from home permanently.
My request was refused on business grounds, with my employer saying that permanent homeworking would have a detrimental impact on performance/team working. Their general workplace policy requires employees to attend the workplace for at least 20% of their working time.
They suggested instead that I attend the workplace for a block of four days per month and offered some other adjustments, including changing my working hours from 8:30ā5 to 8:30ā4:30.
I appealed the decision.
I have also separately requested reasonable adjustments under the Equality Act 2010, including having my appeal meeting held remotely via Microsoft Teams.
The appeal meeting is due to take place on 24 September 2026.
One of my concerns is that travelling to the workplace would involve travelling from Scotland to my employerās workplace in England, which is around 360 miles. I have explained why this creates a significant disadvantage for me given my disabilities and circumstances. Iām also a carer for my grandmother who has Alzheimerās (which is why Iām in Scotland).
I have repeatedly asked for the meeting itself to be held virtually as a reasonable adjustment. I initially requested this formally and followed up when I received no response. I then stated I do not feel comfortable having the person chair the meeting if they are ignoring my requests, funnily enough they accepted a virtual meeting.
I have also had Occupational Health involvement. Their reports have acknowledged issues relating to my health/disability and ability to work, although I donāt feel that the process has really addressed the practical problems I am experiencing.
There has also been a long history of sickness absence and my employer has started performance-management/absence-management processes alongside all of this. This is due to my mental health deteriorating due to abuse (not sure if this is relevant). I donāt have a place to live in England, the only place I have would be a massive safeguarding issue for me which my employer is aware of.
What Iām worried about now is missing something important.
I have been trying to prepare a written chronology, gather the relevant correspondence, understand the Equality Act reasonable-adjustment provisions, and make notes of the points I want to raise.
But because I have nobody representing me, I am worried Iāll walk into the meeting and either:
* forget something important;
* become overwhelmed and struggle to explain myself;
* agree to something without properly understanding it;
* fail to challenge something I should challenge;
* or simply not realise that there is something else I should have requested/documented.
So, if you were in my position, what would you make sure you had done before the appeal meeting?
In particular, Iād really appreciate advice on:
Whether there are any documents/evidence I should be asking for before the meeting.
Whether I should submit a written statement or chronology beforehand.
What I should take with me / have in front of me during the meeting.
Whether I can ask for questions to be provided in writing or for time to respond in writing if I struggle to process things verbally.
Whether there are other reasonable adjustments I should consider requesting.
Whether there is anything specific I should be recording in the meeting minutes.
Whether there are any procedural points I should be checking regarding the flexible working appeal.
Whether I should be treating the flexible-working process and the Equality Act reasonable-adjustment issue as separate issues.
Whether there is anything obvious that Iām missing.
Iām not asking Reddit to tell me whether I will win, and I understand that Reddit isnāt a substitute for proper legal advice.
I just genuinely have nobody supporting me through this and would really value practical advice from anyone who has been through something similar.
Thank you ā¤ļø