How to... manage sickness absence and dismissal fairly

Failing to follow a fair and proper procedure when dismissing employees for absence can lead to costly disability discrimination and unfair dismissal claims, for which the average tribunal awards last year were £27,235 and £32,115 respectively. Such claims are increasingly likely as sacked employees struggle to secure alternative employment in the current job market.

Employers are not expected to continue to employ staff indefinitely if they are unable to perform their side of the employment contract because of ill health. But dismissal should be a last resort when dealing with genuine illness, and should be conducted fairly. Employers that comply with all four of the following stages are unlikely to fall foul of the law.
 

Language does not simply reflect what is going on in organisational life: it also influences what people think and what they do

Linda Holbeche, director of the Holbeche Partnership and visiting professor of HRM/OD at Cass Business School