How to sensitively dismiss a sick employee

How to sensitively dismiss a sick employee

Last year, the UK witnessed record low absence rates, since records began, according to the Office for National Statistics. But that doesn’t mean we’re getting healthier as a nation. 

Whilst employers should ensure they don’t create a culture of presenteeism, with employees fearing scepticism about their legitimacy or insurmountable workloads when recuperating, there are occasions where staff take advantage.

Research from FreeOfficeFinder found that almost a third (31%) of employees admitted to pulling a sickie in the past twelve months, and under half (42%) said that they had lied about a sick day more than once.

With workplace health a ‘significant public health issue’, costing the UK economy an estimated £13.4billion a year, according to the National Institute for Health and Care Excellence, it’s important for HR to manage any unwarranted absences and individuals that have been away from work for a long time without any clear indication as to their prognosis.

In such cases, when employees are impeding businesses, it could lead to dismissal.

However, it’s crucial for employers to follow a fair process to avoid any subsequent claims, warns Emma Gross, a Solicitor at SA Law.

Writing in City AM, she shares her advice when it comes to dismissing a sick employee that's impeding business.

Gross' guidelines have been collated on the next page. 

Click next for Gross' remaining tips...

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