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<blockquote data-quote="catapillar" data-source="post: 1252278" data-attributes="member: 32394"><p>I think it is worth looking carefully at whether type 2 falls under the equality act, and thus you are "disabled" and have a protected characteristic. So work would be discriminating on the basis of disability if they didn't give you the promotion because of hospital appointments - which it sounds like the manager has flat out said. </p><p></p><p>Whether type 2 is a disability for the purposes of he equality act is a grey area - are you on medication? </p><p></p><p><a href="http://www.footanstey.com/bulletins/2697-is-type-2-diabetes-a-disability-under-the-equality-act-2010" target="_blank">http://www.footanstey.com/bulletins/2697-is-type-2-diabetes-a-disability-under-the-equality-act-2010</a></p><p></p><p>Anyway, whether or not you actually are considered disabled for the purpose of the equality act, I would suggest it wouldn't hurt to mention the equality act in passing to HR etc because, as it's a grey area, it might make them think twice about giving any weight whatsoever to the "time off" for hospital appointments issue.</p><p></p><p>I'm at a loss as to what sort of manager would give any credence to gossip raised by someone else in competition for the job - surely it's just common sense that any information received in that sort of context should be taken with a barrow full of salt.</p></blockquote><p></p>
[QUOTE="catapillar, post: 1252278, member: 32394"] I think it is worth looking carefully at whether type 2 falls under the equality act, and thus you are "disabled" and have a protected characteristic. So work would be discriminating on the basis of disability if they didn't give you the promotion because of hospital appointments - which it sounds like the manager has flat out said. Whether type 2 is a disability for the purposes of he equality act is a grey area - are you on medication? [URL]http://www.footanstey.com/bulletins/2697-is-type-2-diabetes-a-disability-under-the-equality-act-2010[/URL] Anyway, whether or not you actually are considered disabled for the purpose of the equality act, I would suggest it wouldn't hurt to mention the equality act in passing to HR etc because, as it's a grey area, it might make them think twice about giving any weight whatsoever to the "time off" for hospital appointments issue. I'm at a loss as to what sort of manager would give any credence to gossip raised by someone else in competition for the job - surely it's just common sense that any information received in that sort of context should be taken with a barrow full of salt. [/QUOTE]
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