HomeHome SearchSearch MenuMenu Our productsOur products

Follow these two steps when you dismiss an employee for absconsion and avoid your first CCMA case for 2015

by , 12 January 2015
By now all your employees are back at work, except Amanda.

She's been absent for a number of days and you haven't heard from her. In fact, you assume she's absconded and doesn't intend to come back.

Unimpressed with her conduct, you conclude she's no longer your employee. In your mind, her conduct cancels her employment contract with you. All that's left is for you to do is find a replacement before her absence affects your bottom line.

Hold your horses!

Your assumption and actions are about to earn you an unfair dismissal case at the CCMA for 2015.


Because you haven't followed the two steps to legally dismiss an employee for absconding.

Read on to find out what they are...

*********** Recommended Product ************
The abscondment solution you've been waiting for

AWOL! Your guide to dealing with employees who abscond is a step-by-step guide on the process you need to follow to make sure you deal with absconded employees correctly and effectively.
With it, you can confidently deal with absconding employees while protecting yourself and your company from an unfair dismissal case.

Click here to find more…

Follow these two steps to dismiss an employee for abscondment

1. Try to get in contact with your employee
First things first: Our labour laws make it clear that your 'operational requirements' must determine the number of days you'll allow before you presume your employee doesn't intend to return to work. Usually three to five days is enough to think your employee has absconded.
So don't be too quick to decide that your employee has absconded or deserted and doesn't plan returning.
First, try contact your employee and give her a chance to explain her absence. Exhaust all resources like calling, texting, emailing, etc.
In your communication, tell her to come back by a certain date and explain her unauthorised absence could mean she'll face dismissal.
Don't forget to keep records of all your efforts to contact her.
That's not all you must do when you dismiss an employee for absconsion
*********** Advertisement ************
649 New cases are referred to the CCMA every day. Only 72% of the cases are settled...
What happens to the rest?
Did you know a full 38% if all cases end up at arbitration, the Labour Court or in strikes or lock-outs? That's a massive 247 cases that leave employers, just like you, battling it out with an employee.
Don't lose your case because of a technicality... Be armed with the one tool that will give you the winning solution to fighting your case at the CCMA.
Click here to get your hands on the one tool no employer should be without...
2. Decide if you must hold a disciplinary hearing
If, for example, you contact your employee and she says she'll come back to work next week, follow your misconduct procedure. Hold a disciplinary hearing and give her an opportunity to state her case.
You can then make a decision whether or not to terminate her employment on the available facts.
What if your employee doesn't attend the hearing?
If she doesn't attend the hearing, hold it in her absence. After this, decide whether terminating the contract of employment is fitting.
Note: When you make contact with your employee, always make it clear the disciplinary hearing may go on even if she's absent.
If you're not sure how to conduct a disciplinary hearing, The Chairman's Guide to Disciplinary Hearings: How to Chair 100% Legally Compliant Hearings will show you everything you need to know.

There's more to dismissing an employee for absconsion

These are just two of the steps eight steps you must follow when dismissing an employee for absconding. We've just scratched the surface in this article.
That's why we strongly recommend you check out AWOL! Your guide to dealing with employees who abscond to find out about the other six steps.

Related articles

Related articles

Watch And Learn

Related Products


Jakobus 2015-12-28 22:22:32

Hi i am.supervisor and four of my fellow workers is abscont at work.The manager before we work on the workplace he verbal agreed that we will be off on public holiday workplace shutdown times and will be paid in the end.of day it was.common practice for 2years we open ccma.dispute case unfair dismissal ,please give me more advise.

Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>