It’s been a while since I’ve been on the forum but I have been reading posts and some of them have been very helpful.
I have experienced this where I work.
Last year during the summer and the temperature was particularly high, I was unable to work due to not being able to control my body temperature!!! I telephoned my work each day and went back to work on my next scheduled shift (a couple of days later).
I arrived for my shift promptly only to be told my shift had been covered by my line manager as they hadn’t heard from me. I mentioned that if I was going to be off for longer I would have continued to telephone in each day. Anyway I completed a return to work form, gave it to my manager and decided that, as I was there, I would work.
At the end of that month when my salary was paid in, I noticed that I hadn’t been paid sick pay for the weekend I was off because I had accumulated “scatter days sickness” which is highlighted on the company HR system and can be refused sick pay at the managers discretion.
I was dx’d with RRMS in June 2012 and have always been open and honest with my employer regarding my illness. I work 2 days a week now because of debilitating fatigue, joint pain etc etc etc (you get my drift) but my employer is not particularly sympathetic (strange that I work in a nursing home too).
My employers “reasonable adjustment” was to allow me to eat my lunch in the filing room as I am unable to manage stairs without risk of falling.
Recently I had to take a days annual leave as I was being admitted to hospital for my first dose of Gilenya and was hooked up to monitors all day. My employer was reluctant to put this as a hospital admission (sick day) (even though it said so on the letter) and they quoted the paragraph “if you are unable to attend …”. Those of you who have been on the waiting list for Gilenya will agree that once that letter arrives, you don’t want to change it as you’ve waited for it so long.
I am a member of Unite so will be contacting them to get some advice as I’m sure they are unable to do that if an employee is “registered disabled” (as I am - blue badge holder, DLA recipient, etc etc), as well as Dustybear’s comment about MS being listed on the Equality Act.