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In order to justify a dismissal, based on absenteeism
, you need to prove that the absences were of an unreasonable duration, or that they were frequent enough to disrupt work within your company.
Just like with any dismissal, you as the employer are required to follow a fair procedure before dismissing an employee for absenteeism
In order to get an idea of the fairness of the dismissal, the Court will usually look into the following 3 factors:
1. The reason for the employee's absence;
2. The employee's employment history; and
3. How you, the employer, has dealt with absenteeism
in the past.
With reference to the third point, the key is consistency. And if you wish to change a past behavioural pattern, you must ensure that everyone else knows.
For example, if you have taken absenteeism
lightly in the past, but now wish to put your foot down, you must first communicate your new stance to all of your employees before applying it.
Finally: A simple way to manage absenteeism and leave effectively… No more lost work days!
• What you can do to prevent absenteeism
• The 6 most effective ways to manage leave
• What steps to take if your employee has a pattern of absenteeism
• And loads more…
At the Managing Absenteeism and Leave Abuse Workshop
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If your disciplinary code includes a form of progressive discipline, you can't dismiss
at first instance (
a first-time offence). Unless of course the period of absence for a first-time offence was extremely unreasonable.
So those were 2 points you should be aware of before dismissing an employee for absenteeism…
To learn more on absenteeism
, simply page over to Chapter A 01
in your Labour Law for Managers,
as well as in your Practical Guide to Human Resources Management
In these 2 resources you'll find everything you'll ever need to know about absenteeism
in the workplace, along with every other labour and HR issue you could possibly think of.
Having access to excellent Labour and HR advice has never been so convenient!