The settlement agreement has been produced by an external legal firm and in this document they have revealed that I have had one incidence of stress, where I was signed off as a result.
I would question what the relevance of this is to your redundancy not least because sickness record can no longer be used in redundancy cases
I fail to see howo it can be used to adjust your payout either tbh, has it?
What exactly does it say - does it just list it factually with say holidays and any warning you may have had? Does it have some bearing on the decision or the payout?
the later would be far more [ legally] interesting
I suspect you could complain but what are you expecting to get from this? What do you want to achieve as a result of the complaint? what would be a satisfactory outcome?
Re redundancy how have they appraised the situation?
Have they used a formal process? Have they used stress as a reason to low score your in order to make the role redundant?
How many in the organisation were made redundant?
Personally , though you may be able to fight, but, IMHO, the best thing to do here is get the best payout you can and the best reference you can from them - get this agreed as part of the process - the exact wording of it not just that they will give you one.
If they want you gone they want you gone and it is their ball and they can largely do as they please
Essentially they shoud have an objective process for redundancy rather than just say ist you [ unless they are reorganising and closing an entire department. You also ahave right to be considered for other roles
Not HR but Union rep