Type 1 Discrimination by new manager -

Under the Disability Discrimination Act it sounds like you have a grievance as what he said was very silly of him. Unles he can provide a good reason for the specific job he gave then he is on weak ground. I can understand him being concerned if you were working on machinery with the background risk of a hypo, but even that should be discussed on the basis of a risk assesment.

To say you make him feel uneasy isn't fair and is unwarranted, take your grievance up with your Personal Dept, Trade Union or contact your local CAB for advice.

We're the comments of uneasy before low bloods 100%?
Did Manager explain the reasons for 'forcing' into new roles?

It's already been said, but you need to talk to an expert about this - either a solicitor or a Trade Union official. They will probably advise you to raise a formal grievance with your manager, to start with, as you wouldn't be able to bring a discrimination case against the company without having done so.

A word of caution - bringing a case against your employer is not as easy as it used to be: you will have to deposit a sum of money, which you may not get back, before you bring a case, and you can't normally get legal aid for Employment Tribunal cases. As a first step, I'd suggest going to the Citizen's Advice Bureau to get some advice (they will often offer an initial consultation with a solicitor, for free) and they can talk you through the options open to you and try to help you establish whether or not you have a good case to bring. They can also advise you as to whether or not it's wise to accept what appears to be an unwanted change to your terms and conditions of employment, or whether you should insist that they continue to employ you in your old job.

Employers don't like discrimination cases, because they seldom come out of them looking good, and the potential awards that can be made against them are much higher than for a normal unfair dismissal case, so they are likely to want to resolve it amicably and without going to court but - I say again - you need expert advice, given in the context of the specific facts of your case, rather than assuming that your employer will roll over and play ball just because you have diabetes. If you have been off work for eight weeks, however unfair it may seem to you, they have valid grounds for at least investigating the situation, to see if "reasonable adjustments" need to be made, to allow you to come back to work.

Hope this helps, and good luck.

When he starts the harassment you need to record every event, collect together evidence, witnesses will help too, does he have a reputation for treating staff poorly? put it in a daily diary, use covert ways to record it too, perhaps film him or record audio of conversations, you need a strong case, build up an arsenal if he is victimizing you he will usually do it out of sight of other people for fear of repercussion, then take him to town.

These people repeat themselves over and over again as they have patterns in their behavior, try and classify his personality type, is he perhaps a controlling sociopath or narcissist, he may be just completely ignorant and needs educating on how to treat people correctly in the work environment, regardless something needs to change if you are to feel comfortable again in the work place.

A good place to start for advice is http://www.acas.org.uk perhaps contact them and have a chat they offer great advice, don't let it go on for too long, if you have a union rep tell him how you feel confidentially, he may have had other complaints about him.