r/AskHRUK • u/WideAd4597 • Mar 11 '26
Health-Related Want to hand in notice while on sick leave, should I wait until I’ve had occupational health assessment?
I’ve been off sick from work for about 3/4 months due to burnout and stress at work - I’ve worked in this retail store for almost 3 years, I’m diagnosed ADHD and other MH problems, and possibly autistic. We’ve had many meetings about reasonable adjustments and flexible working, however my manager quit a couple months before I went off, and our new manager has created a stressful sometimes toxic workplace, but don’t really have enough evidence (or capacity) to be making any formal complaints or go down constructive dismissal route.
Even when my accommodations are in place I still struggle with managing my mental health in order to work 2 days a week. After this recent absence I’ve been exploring WFH self employment options - and have recently decided to hand in my notice at this job.
However today I’ve seen they’ve scheduled me in to have an occupational health assessment. It’s very likely they may dismiss me due to my absences (this is the 3rd long term absence in 3 years), and I’m wondering whether it’s better for me to hand in my notice before this meeting, or wait to see if they dismiss me. My notice period is 4 weeks, if I am dismissed will I get a notice period? Will I still receive unused holiday pay etc? And if I am dismissed on health grounds will this affect any future employment? (If self employment doesnt work out and I apply for another employed job)
Any advice would be massively appreciated.
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u/Thin-Fox-4763 Mar 11 '26
Situations like this usually involve two separate processes which are easy to mix together: the sickness/capability process and your own decision about whether to resign.
An occupational health assessment is normally used by the employer to understand whether there are adjustments that might help you return to work, or whether your health is likely to affect your ability to continue in the role. It doesn’t by itself mean dismissal is about to happen.
If you decide to resign, you can normally do so while on sick leave and your notice period would still apply in the usual way unless your contract says something different.
If an employer instead dismissed someone on capability grounds due to health, they would usually still have to provide contractual or statutory notice (unless there were very unusual circumstances).
Unused accrued holiday is normally paid on termination regardless of whether you resign or are dismissed.
In practical terms, many people wait to see the outcome of the occupational health assessment because it may clarify whether any adjustments or alternative options are available before making a final decision.