If an employee returns from maternity leave (OML) is in work for 5-6 weeks and then is signed off sick by their GP with post natal depression, where does the business stand? if the business has a discretionary sick pay policy and decides to exercise this to withold pay, is this correct? Could this be viewed as sex discrimination? if the employee raises a grievance against their manager suggesting that their condition has been caused by the behavour of the manager (the same manager who wants to stop pay) what course of action should HR advise?
Steven Richardson

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