I work in a school (in a support role) and we recently had a change of Headteacher (who is my line manager). The new Head's style of management was very different from that of the previous two Heads I'd worked under. It was not just the style I was being loaded up with more work and shorter deadlines. In desperation and following one particularly unsupportive meeting, I wrote to the Head in very clear terms stating I felt very pressured and stressed by the increase in complexity and volume of the work and the fact that it was coming at me from all seven of the senior leaders (in the past the previous Heads had always worked with me to manage priorities and deadlines). He responded by ignoring our Managing stress and H&Safety policies and instead presented me with an 'informal support plan' which reduced deadlines, and listed actions, measurements and timing for my improvement. This did not feel like the support I could and should have received under the appropriate policies, it felt and look more like the start of 'informal' capability procedure. I refused to sign his support plan and four weeks later and under continuing pressure I became sick suffering with panic attacks and anxiety, due to stress at work. A month after becoming sick the Head and HR asked to refer me to Occupational Health, to which I agreed. The Head had to fill out the OH referral which was to be sent to a GP specialising in OH (recommended by the Trust/HR). The problem is that when I received the Heads statements in the OH referral document for my approval. He had made omissions of facts and not been totally honest. Firstly, he stated that he was not aware of any work related issues that had contributed to my becoming ill, even though he was in possession of my email of two months earlier setting out my concerns of work related pressure and stress. so this is a blatant lie. Secondly, in the OH referral he stated I was struggling to cope with work and he'd 'supported' me with his 'informal support plan'. He wrote in his statement that I was both 'Happy with' and 'fully supported' his plan. This again is untrue as I had told him in no uncertain terms that I did not agree with it (as it didn't address the workload/pressure/stress issues I'd raised) and I refused to sign it. As I understand it the OH referral form is a formal document to enable the GP/OH professional, to arrive at an accurate assessment, diagnosis and prognosis, and therefore make effective recommendations to the school, regarding issues of the health and wellbeing of the staff member concerned. Therefore there is an overriding duty of trust and care, both expressed and implied placed on the Headteacher/Line manager to be honest and truthful when filling out this form. What is the best way to proceed to ensure that what the Head has done is investigated and dealt with effectively?