In Norway this is flatly illegal and the relevant government department would probably get involved. Here in Norway companies are legally required to make accommodations for people who fall ill in order to keep them working, so the new CEO would definitely be in the wrong regardless of whether such additional flexibility had actually been requested.
> B) you can “decline to accept” a demotion??
You probably can't simply decline it but you can certainly argue against it and if necessary sue in the courts depending on what your employment contract says. If he resigns then I think under UK law it is arguable that it is constructive dismissal:
"Constructive dismissal
Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.
The reasons you leave your job must be serious, for example, they:
- do not pay you or suddenly demote you for no reason
- force you to accept unreasonable changes to how you work - for example, tell you to work night shifts when your contract is only for day work
> B) you can “decline to accept” a demotion??
You probably can't simply decline it but you can certainly argue against it and if necessary sue in the courts depending on what your employment contract says. If he resigns then I think under UK law it is arguable that it is constructive dismissal:
"Constructive dismissal
Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.
The reasons you leave your job must be serious, for example, they:
- do not pay you or suddenly demote you for no reason
- force you to accept unreasonable changes to how you work - for example, tell you to work night shifts when your contract is only for day work
- let other employees harass or bully you "
https://www.gov.uk/dismissal/unfair-and-constructive-dismiss...