Don’t think that, it is for legal reasons. Basically they aren’t allowed to ask as it could be deemed that they are putting undue pressure on you. You can tell them what you want to about your treatment but they don’t have the right to ask as long as you have a Drs cert. I’m lucky my employer has made it quite clear they don’t expect me back for the foreseeable future and not to worry.
For all you ladies who aren’t getting sick pay this might be useful re holiday pay entitlement, it’s from the Law Society website:
If you’ve any queries contact ACAS or your local CAB.
"5.3 Accrual of holiday during sickness absence
Statutory holiday entitlement under the WTR 1998 continues to accrue during sick leave.
You must allow workers to take annual leave during a period of sick leave, if they wish to do so. They can choose to take and be paid for annual leave while off sick, which may be an attractive option if sick pay has expired, or they can choose to take the leave at a later date when they return to work.
The choice does not rest with the employer, who cannot compel the employee to use or delay their annual leave.
However, if it has not been taken by the worker while off sick, you must allow a worker who has been on sick leave to take his or her accrued holiday entitlement upon returning to work, provided it is taken in the same leave year. If it is unable to be taken in the same leave year, the position on whether it can be carried over into a subsequent leave year is unclear.
If the worker returns to work and cannot take his full holiday entitlement during the leave year, then, as the Regulations currently stand, the worker is not entitled to carry over any outstanding statutory annual leave, as the Regulations prevent annual leave being carried over.
However, the ECJ ruled in Pereda v Madrid Movilidad (Case C-277/08), that a worker who is unable to, or does not wish to, take annual leave during sick leave, must be allowed to take his holiday entitlement upon his return to work. This can be at a mutually convenient time for worker and employer but must happen even if it means that the holiday entitlement is carried over into the next leave year.
Currently, as the right to carry over holiday entitlement is contrary to the Regulations, this aspect of the Pereda decision only applies to workers who are employed by the public sector. Even though a tribunal must seek to interpret domestic regulations which implement EU Directives in accordance with those Directives, it would be difficult for a tribunal to make the necessary changes.
Therefore, the only remedy for workers in the private sector is to bring a Francovitch type claim against the UK government for their failure properly to implement the Working Time Directive."