Thank you. In the circumstances there are indeed two potential avenues of claim you can consider. one is the employment side and the other is the personal injury one.
Under employment law you have the option of a constructive dismissal claim (which is where you have been forced to leave due to the employer’s unreasonable behaviour), an unfair dismissal claim (if you are unfairly dismissed by the employer instead) and also disability discrimination which is where you are deemed to have a disability in law and are treated unfavourably because of it.
Under personal injury laws, you can consider a claim for damages if the employer has done something negligent, which has in turn caused you to suffer injuries (whether they are physical or psychological).
So these are the legal options for you in the circumstances. For the employment side of things, It is worth mentioning that there is a possible alternative solution, where the employer is approached on a 'without prejudice' basis (i.e. off the record) to try and discuss the possibility of leaving under a settlement agreement. Under such an agreement, the employee gets compensated for leaving the company with no fuss and in return promises not to make any claims against the employer in the future. It is essentially a clean break, where both parties move on without the need for going to tribunal. However, it is an entirely voluntary process and the employer does not have to participate in such negotiations or agree to anything. It just means that these discussions cannot be brought up in any subsequent tribunal claim and prejudice either party. So there is nothing to lose by raising this possibility with the employer as the worst outcome is they say no, whereas if successful it can mean being allowed to leave in accordance with any pre-agreed terms, such as with compensation and an agreed reference.
Hopefully this clarifies your position