Two "lines of atack" spring to mind: 1. Any illnesses cought frm a casualty must count as industrial injury and so it should be you inviting them to a meeting top discus how they are going to act to reduce it. It also means that it becomes n otifiable if it lasts longer than 5 days (including weekends). 2. Your emplyers have a duty of care towards you, and have a legal obligation to provide risk assessments for everything you do as part part of your emplyment. If there is a risk of you getting injured or infected, there has to be a written risk assessment, detailing what stepps are being taken to mitigate the risk. I do not know about your individual case, but generally these do not exist and your employers are in breach of the law. Employer in this context means everyone from your immediate manager, all the way up the reporting chain to the head of the trust. Each and every one of them has a legal responsibility your your safety and wellbeing with respect to any duty you perform as part of your employment. The general idea is to explain to "the management" that any absense you are experiencing is there responsibilty rather than yours. THe fact that you requested counceling, and this was not forthcoming would be strong evidence that they are failing in their duty of care towards you. If any discplinary action resulted, you would be in a strong position to drag them before an industrial tribunal. Of course if it got that far, you probably would not be continuing to work there much longer, but just the threat should give them pause for an attitude adjustment. I suggest that you make sure that you have a written record of any councelling requests you make, and also of any "injuries" you sustain as part of your job (blood/vomit/spit/etc making contact with you, etc). Any make sure that you have a rep with you at future hearings. Good luck.