Many thanks for your patience. It is entirely possible for the employer to try and dismiss you whilst you are off sick. However, if you are genuinely signed off and not fit for work, you should be able to ask for a postponement to a time when you are fit to attend. It would be reasonable to allow you to be fit to return to work before you are asked to attend a disciplinary. However, the employer would not be expected to delay such a meeting indefinitely so after one or two postponements or no likely date for return they can potentially proceed with it and perhaps ask you to submit your defence in writing.
In terms of stopping sick pay, In situations where an employee has been in receipt of discretionary sick pay and the employer wishes to terminate such payments, it may be advisable to give at least a month's notice to the employee. Alternatively, the employer should consider reducing their pay gradually so that the employee does not simply go from full pay to reduced pay or no pay in a short period of time.
Similarly, if medical evidence shows that the employee may be able to return to work in the near future and they have only just lost their sick pay entitlement, it may be appropriate to continue paying the employee for the remainder of their absence. If there is no definitive return date, the employee has already received sick pay for some time and their entitlement has expired, the employer may be justified in terminating discretionary sick pay, subject to giving the employee some notice.
This is your basic legal position. I have more detailed advice for you in terms of the rights you have should the employer dismiss without a fair procedure, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you