an employee as a result of sickness?

Generally an employer is likely to want to you to wait for you to return to work, so

if you've been off for a relatively short period of time is very unlikely that your

employer is going to dismiss you.

If you've been off for a prolonged period of time or have frequent absences then your

employer's unlikely to dismiss you without following a reasonable procedure because they

may put themselves at risk of disability discrimination it may be that and so an employer will generally

contact you and arrange to meet with you and if they are contemplating dismissal they should

take medical evidence as to when you are likely to return and would be expected to wait a

reasonable time for you to return.

The issues that the employer will need to weigh up are how problematic your absent is

to the business and whether they can reasonably expected to wait the you to return so if your

return is uncertain and you've been off for a long period of time, your employer may take

the position to dismiss or if you are off for a set period of time are expected to make

a full return, it's unlikely that it would be reasonable for your employer to dismiss

you.

Should an employer have an absence management policy?

Employers often have an absence sickness policy which helps them and you if there is a period

of absence.

Absence can you be a single long period or more frequent shorter periods.

Some sickness absence policies will cover those quite reasonably and if there are frequent

shorter absences there may be a serious of warnings given in accordance with policy if

your absence is problematic.

And if there is a longer absence and the duration isn�t clear then your employer is likely

to meet with you in accordance with the policy and then will decide, based on medical evidence

and discussions with you, whether dismissal would be a reasonable outcome.