In addition to the list of legislation given at the end of these Q&As, the Acas Code of practice on disciplinary and grievance procedures is of crucial importance to absence management. For details of the way in which the Code and well-drafted disciplinary, dismissal and grievance procedures may be used to assist employers in certain cases of absence management, see our Discipline and grievance procedures Q&As.

These Q&As address the legalities of handling unauthorised absence, short and long-term leave, seeking medical evidence and the potential repercussions of implementing disciplinary procedures and dismissing employees who are on long-term absence.

How should data on sickness absences be handled?

How can a medical report from an employee’s doctor be obtained?

Can an absent employee be disciplined for refusing permission to contact their doctor?

Can an employee’s pay rise be frozen because of frequent short-term sickness absence?

Can an employee be dismissed for a short, unauthorised absence?

Can an employee be dismissed because of long-term absence?

How long do employers have to wait before dismissing an employee on long-term sick leave?

Is dismissal automatically unfair if the employee is dismissed before an entitlement to sick pay has expired?

Can an employer rely on a term in an employment law contract as a defence to an unfair dismissal claim?


You may also be interested in ...