HomeHome SearchSearch MenuMenu Our productsOur products

Eight steps to follow when dealing with abscondment

by , 09 September 2015
If an employee stays away from work for a while, you can't simply assume he isn't coming back.

There's a process to follow. And if you don't do it right, the employee could see you at the CCMA and win!

So take note of these eight steps to follow when dealing with abscondment:

1. Know what abscondment is 

Abscondment is when an employee is away from work for such a long time that you can assume he isn't returning.

2. Confirm if the employee has authorisation to be absent 

You may think your employee has absconded, but meanwhile he has received authorisation to be absent. 

So make an effort to confirm with the employee's manager or supervisor as to whether or not they granted him authorisation. 

3. Confirm if the employee has contacted his manager or supervisor 

Confirm with the employee's manager or supervisor as to whether or not he contacted them to explain his absence. 

4. Try to make contact with the employee yourself 

Try contact him via his home telephone, cell phone or email address. 

You could also send someone to his residential address or try to contact his next-of-kin.

50 Legally approved HR Policies and Procedures your company can't do without
The HR Policies and Procedures: 50 HR Policies and Procedures is a tool that gives you 50 must-have HR company policies and procedures so you can put an end to needless disputes and questions regarding HR issues like:

•    Absenteeism;
•    Employee incapacity;
•    Substance abuse in the workplace;
•    Conflict of interest;
•    Religious leave; and
•    And 45 other common HR headaches.
5. Notify the employee of the steps you'll take if he doesn't come back  to work 

If you can't reach him telephonically, send a letter stating that if he doesn't return to work by a specific date, you'll terminate his contract. 

If he returns to work, you'll allow him to explain himself but may still dismiss him for unauthorised absence. 

6. Terminate the employee's contract 

If the employee doesn't return to work, you may terminate his contract with immediate effect. This will be just as you stated on the letter you sent before.

7. Pay your employee what you owe him 

You don't have to pay him for his unauthorised absence, but you must still make all other payments, such as overtime pay and all other
statutory payments. 

8. Give your employee a chance to explain himself 

If the employee decides to return to work after you terminate his contract, you must give him a chance to explain himself. 
So there are the eight steps to follow when dealing with abscondment.

To learn more, click below…

Protect yourself from labour-related problems by using this practical tool

The comprehensive Labour Law for Managers Loose Leaf Service gives you all the details you need for maximum protection in labour-related problems. You will find, for example:

Information on the problem areas managers have to handle in the workplace daily, and appropriate solutions;
Valuable advice for employers, based on the ever-changing legislation;
Sample contracts, dismissals and warning letters, etc;
Numerous practical checklists; and
Much more…

Vote article

Eight steps to follow when dealing with abscondment
Note: 5 of 1 vote

Related articles

Related articles

Related Products