Many thanks for your patience, I am pleased to be able to continue assisting with your query now. First of all, I am sorry to hear about the issues she has experienced in her situation.
Whilst the employer should not just sit back and do nothing to try and help with a possible return to work, they should also allow her space and not be too overbearing when it comes to this. Failure to consider her situation and needs and constantly bombarding her with correspondence and requests could be seen as harassment, especially if this conduct is unwanted and it makes her condition worse.
She needs to be explicit with them about it and set clear boundaries, advising them what she actually needs at this time and what makes things worse for her, so that there is no doubt in the employer’s mind that their actions are unwelcome and they need to back off a bit.
If things do not improve, she could consider raising a formal grievance about it, which she can start now but delay the actual process until she feels better ad ready to deal with it.
You can get a detailed explanation of the grievance process here:
In summary, an employee is expected to submit their concerns in writing and send them to their line manager, or whoever is nominated as the person to send grievances to under an official workplace grievance policy.
The complaint should include details of what the grievance is about, any evidence that may exist which is relevant and also what the employee wants their employer to do about this issue.
Once the grievance has been submitted, the employer is expected to arrange a formal grievance hearing, inviting the employee to attend and discuss the nature of their complaint. The meeting is also as an opportunity to ask for further clarification or information, as required.
Following the meeting, the employer will take time to consider all the issues and evidence and then make a decision, communicating it to the employee. If the outcome is not to the complainant’s satisfaction, they can appeal and get a second opinion from a different person assigned by the employer to consider the appeal. Once the appeal is also completed, that brings to an end the formal grievance process and there is no option to escalate it further internally.