There is no right or wrong answer to this.
If you have a policy in place, this should give you guidance on the process you have to follow before dismissing someone for their sickness absence. For short term absences the employer would usually be expected to issue a series of warnings before getting to the dismissal stage. The length of time absence can be sustained very much depends on the reason for their absence, the likelihood that they will be able to return to work and the impact on the business of their absence. See:
S1: How to Guide: managing sickness absence
S1 – How to Guide – Managing Sickness Absence
S2 - Flowchart of sickness absence process
Limited access modeSorry, you need to be an HR Protect client to access this content.
HR Protect clients receive all the employment law advice they need across the year, delivered by experienced specialist lawyers, at a single fixed price. In addition, being a client gives you access to our templates, flowcharts and guidance notes on this Hub, where you can also return to your favourites, share content with colleagues, and manage your account.
Already have an account?
Log in below to access this content.