Employees can be dismissed for absenteeism, but dismissal should never be the first step. Employers must follow their company policies and procedures and adopt a fair, multi-step approach. This includes identifying the root causes of the absenteeism and reviewing any patterns or underlying issues.
Many organisations have absence management policies that begin with an informal stage. This usually involves having a discussion with the employee to understand the reasons for their absences and offering appropriate support, such as adjustments or referrals to occupational health if relevant.
If the informal approach does not lead to an improvement and the absenteeism is impacting the employee’s ability to perform their role or causing operational difficulties, it may be necessary to move to a formal disciplinary process. Any disciplinary action must be carried out fairly, in line with the organisation’s procedures, and the employee should be given the opportunity to respond.
Dismissal should only be considered as a last resort, after formal procedures have been followed and there is clear evidence that the absenteeism has not improved sufficiently.
