Harrasment at work

The employer here is MandS plc.
Issues of bullying were raised at work but nothing was done as the store closed for refurbishment and the employee was moved to a temporary store.
The employee has hurt their knew at their home store, no follow up was done.

At the home store the knee was okay but in the flagship store, it started to hurt and it has accumulated fluid so the employee was signed off work for a week.
Upon return a meeting was held and a written warning was issued
No return to work was held after the first 2 occurrences of absence so no one can tell what they were for although the employee remembers is being a cold and then flu.
They had even asked their line manager if they could go home as they were unwell and the line manager refused.
During the meeting a lot of questions were raised and the employee was assured that their capabilities and hard work were no in question but it was policy to give a warning so it was asked why the policy just stands with them. It also came to light that the accident at work was not logged.

There are so many cases of absence and gross misconduct that were overlooked for others.
The employee even said they had complained that their private matters were being discussed in store and that a manager had taken a picture of them without their consent in the changing room and shown it to others. None of this was ever actioned.
The written warning was retracted and they said they'd arrange another meeting
4 days later the employee was informed by a manager in their temporary store that they had received instructions to performance manage them out.
This has all led to a lot of stress. The employee even made suicidal comments at home due to the fear of losing their livelihood.
They sent a message to the store manager and no reply.
Another meeting has been arranged to conclude the absence and they employee ased as they don't know anyone in the temporary store, could a colleague from the home store be arranged as they cannot sort it themselves as the colleague will need to be paid travel costs and they don't know the rules. The hearing manager replied that if they wanted someone they would have to arrange that someone themselves and if they can't the meeting will still go ahead and if they don't attend the meeting will still take place in their absence.
What happens here and how can they get away with this?

There is no 'getting away' with it. There is no obligation on the employer to pay or make arrangements for the employee' companion. If the employee chooses to have a companion at the hearing, they are responsible for briefing them, getting them there etc. The meeting can take place without the employee, but usually one re-arrangement will be allowed, provided reasonable warning has been given.
The employee should take a good, long look at their pattern of absences and the quality of their work, because employers don't go through this process for no reason.

The employee has had 3 occurrences of absence in 6 months. Prior to that they had 2 weeks off with high blood pressure when their child and parent passed away and before that 5 weeks off for an operation. This is during a 13 year employment. Other colleagues have stolen company time, by coming to work, saying hello and disappearing to do their Amazon delivery job, then reappearing again later, yet were given a verbal warning only despite it going on for years. Another employee gets signed odd every year just before they are about to take their 3 weeks holiday so that they get 5 weeks off to travel. Either that or they say their flight was cancelled and do not return. On some occasions they get signed off and tell the employer to let them work and allow them to take the sick weeks off instead in the following month so they can extend their holiday. From your reply, you must be one of the mangers there of have interest in the company because that is not a non biased opinion. Thank you.

You can be as chippy as you like, but 'the employee' you are asking about is in the **** with their employer, and there is a reason for that. The best way to help their situation is to be realistic and honest about why that is.
Wittering on about how you perceive other people are treated doesn't not help, it just looks petty. Deal with what you can control, the 'employee' can always find another employer if this one is so dreadful.

Thank you for taking the time to share your view, it is much appreciated.

Have they approached their union although it's a bit late if they haven't?