Absence

Deliberate absenteeism is misconduct, and should be treated under your disciplinary procedures. Excessive sickness absence can be either a matter of capability or misconduct, and you need to decide which it is and therefore how to handle it.

• If an employee is genuinely ill, and their absence is affecting your operations, get medical advice on how long before you can expect them back at work.
• If you have a sick pay scheme, you do not normally have to allow an employee to exhaust their entitlement before they are dismissed - but beware of appearing too harsh.
• If you are concerned that sickness absence is not entirely genuine, or if patterns to it start to emerge, then again it is worthwhile getting medical advice.

Find out more about other staff issues and examples in the In more depth section.