My best advice us to get Union advice.

Yeah, they can request evidence outside a sick line. What they can't do is pry into the treatment etc because that's patient confidentiality. When it comes to sickness and work, the decision of sickness is for the employer, not the doctor: Employers tread a thin shaky line because if they get it wrong, then they open themselves up to all sorts of claims. But they should accept a headed letter from the hospital your daughter may have received (not a specially written one from hospital to employer). If they keep pushing after that, she should seek advice from a union or solicitor because it then goes into constructive dismissal territory.

Legally, you're fully protected for the first 7 days (self certificate). After that, they can ask for evidence, but can't be overly nosy.

Thankyou for replying 

Firstly it’s disgusting  that a work place can be so dismissive about how your daughter is coping , consultants tend to take longer than GP’s in writing to employers ect, however the GP will have all the notes sent through from the hospital so I would ask your Gp if they could provide this evidence, her work should know that no GP will sign a letter without the facts so it should be enough if they keep on at your daughter I would b looking down the lines of writing a letter saying she feels due to illness and not being able to work at the moment she feels she is being treated unfairly to the point she feels they want her out rather than letting her recover it doesn’t matter how long she needs off they can’t sack you for genuinely being unwel especially with something so serious it’s added stress and upset and if they continue you need to speak to H/R to say u feel like she’s being treated like it’s heading to unfair dismissal or upsetting her to the point she hands her notice in , obviously this is only my advice others may know much better Good Luck and lots of love and prayers to your daughter for her journey ahead . Nicky xx

If they make her hand in her notice via guilting her or stressing her out, this would fall under constructive dismissal. One thing i would not do is take it upon yourself to write a strongly worded letter. That has to either come from herself or her GP/treating doctors. This is going to sound awful, and i don't mean it to be, but there's no other way to get this over clearly, but it's not a school setting where the onus is on parents to take responsibility for their kids. Some places of work can even get funny about a spouse calling in sick for their partner. When your daughter is in a position to do so, she should be the one to go to HR with her concerns, but be warned, in many places of work, HR are there to protect the employers, not the employees. It's not supposed to be like this, but in many places they only act like they're your friend until push comes to shove.

Her employers do come across as fair weather employers, but before any letter is sent by yourself, you need to seek advice because you could end up making things worse. As I said in my previous post, all it should take is a headed letter (one she has received through the door or via email) stating her condition. They can not ask for a detailed letter because her treatment is private.

Thanks I really appreciate this advice. I can't express how grateful I am. I will show this to my daughter when she's a bit better.