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 you have experienced in your situation.
No one can force you to take a test and in the end whether you do so is going to be up to you. However, if you do not do so, the employer can potentially take further action, such as refusing to allow you to work there, changing your duties, limiting what you can do and who you have contact with, or in the most serious of cases – dismissal.
Of course, dismissal is something that should only be considered if absolutely necessary and there are no alternatives. So they could potentially look at providing you with extra PPE, changing you duties or location to avoid contact with others and so on.
Another consideration is whether your disability actually prevents you from taking a test. I appreciate you have depression but how does that affect your ability to get tested? That is what you need to think about when arguing your case.
If you have solid grounds for which you cannot get tested due to the depression, you can remind the employer that they have a duty to make reasonable adjustments and one of these could be to do with allowing you to not be tested. But they can potentially use health and safety grounds as a reason not to offer that.
Finally, you can consider making an official complaint with them if you cannot get this resolved. This is done through a grievance. 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.