Point taken and acknowledged - may be irrelevant.
At this stage in proceedings though, I'm sure you'll agree that the emphasis is on the management and protection of ongoing employment rather than defence against tribunal outcome.
The current approach should be to help protect the manager against making impulsive decisions and instead make pragmatic informed ones (can't yet, no OH input) about what approach to take.
Whether that eventually leads to continued employment or dismissal remains to be seen but at least the employer has enough information available to have considered the facts and accordingly, acted reasonably.
If they choose to do so, that is.
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