Hi tom
Seems to me your employer is supportive and has "enhanced" their policy to support you which is great ! You may find your employer would be very nervous about making you redundant because of your rights under the equality act 2010. Again would suggest you contact ACAS for more information.
I take it you've found out about pension ill health retirement? Have you ever thought of opening up a discussion about a "settlement agreement" in the old days was called a "compromise agreement" with your employer
Extract from ACAS web site
"Settlement Agreements came into effect on 29 July 2013.
To support their introduction, Acas has produced a statutory Code of Practice which explains what settlement agreements are and provides guidance on the new law which concerns the confidentiality of settlement agreement negotiations.
In addition to the code Acas has also produced a non-statutory guide which provides more detailed guidance on the use of Settlement Agreements.
View/Download:
Code of Practice on settlement agreements [1Mb].
Settlement agreements Acas guide [695kb].
Key points about settlement agreements
Settlement agreements are legally binding contracts that waive an individual's rights to make a claim covered by the agreement to an employment tribunal or court.
The agreement must be in writing.
They usually include some form of payment to the employee and may often include a reference.
They are voluntary.
They can be offered at any stage of an employment relationship.
Settlement agreements are legally binding contracts which can be used to end an employment relationship on agreed terms. They can also be used to resolve an ongoing workplace dispute, for example, a dispute over holiday pay. These agreements can be proposed by either an employer or an employee, although it will normally be the employer.
Once a valid settlement agreement has been signed, the employee will be unable to make an employment tribunal claim about any type of claim which is listed on the agreement.
Where the employer and employee are unable to reach an agreement, the settlement discussions cannot usually be referred to as evidence in any subsequent unfair dismissal claim. Where the settlement discussions are held to resolve an existing dispute between the parties they cannot be used as evidence in any type of claim.
Reaching a settlement agreement
For the settlement agreement to be legally binding the following conditions must be met.
The agreement must be in writing.
The agreement must relate to a particular complaint or proceedings.
The employee must have received advice from a relevant independent adviser, such as a lawyer or a certified and authorised member of a trade union.
The independent adviser must have a current contract of insurance or professional indemnity covering the risk of a claim by the employee in respect of loss arising from the advice.
The agreement must identify the adviser.
The agreement must state that the applicable statutory conditions regulating the settlement agreement have been met.
Employees should be given a reasonable amount of time to consider the proposed conditions of the agreement; the Acas Code of Practice on settlement agreements specifies a minimum of 10 calendar days unless the parties agree otherwise.
Settlement agreements are voluntary and parties do not have to agree to them or enter into discussion about them. There can be a process of negotiation during which both sides make proposals and counter proposals until an agreement is reached or both parties decide no agreement can be reached.
If a settlement agreement is not reached and depending on the nature of the dispute or problem, resolution may be pursued through a performance management, disciplinary or grievance process, or mediation whichever is the most appropriate. It is important that employers follow a fair process and use the Acas Code of Practice on Discipline and Grievance procedures because, if the employee is dismissed, failure to do so may be grounds for a claim of unfair dismissal.
Settlement agreement meeting
Although there is no statutory right for the employee to be accompanied at any meeting to discuss the agreement, an employee may want to involve someone to help them, such as a work colleague or a trade union representative. Employers should, as a matter of good practice, allow an employee to be accompanied when meetings are held as this can often help progress settlement discussions.
Ending the employment relationship
When the settlement agreement includes an agreement to end the employment relationship, then employment can end with the required notice, or the timing can be agreed as part of the settlement agreement.
Details of payment and the timing should be included in the agreement; any payments should be made as soon as practicable after the agreement has been reached.
Call the Acas helpline
If you would like further advice on settlement agreements and what they may mean for your organisations' employment relations practices please call the Acas helpline on 08457 47 47 47."
However before going down this route would recommend getting in dependant advice from a financial advisor especially as it would have impact on your company benefits
Good luck
Dawn x
daisychain.
