Sick Leave & Absence Support

Absence Issues? Here’s How to Handle Them — Properly and Legally

Absence issues are frustrating — especially when you’re trying to run a small business with limited resources. Whether it’s regular short-term absences or someone who’s been off long-term with no clear return date, the impact on your team, productivity, and costs is real.

It’s tempting to start thinking about how to move the employee on — and many business owners in your position do. But here’s the reality: termination should always be the last step, not the first.

Before that, you need to understand the reasons behind the absence, explore reasonable adjustments, consider medical input, and give the employee a fair chance to return or improve. Only then — if all options have been exhausted — should you move forward with a capability-based dismissal.

That’s where our Sick Leave & Absence Support service comes in. We’ll help you follow the right process, ask the right questions, and stay compliant every step of the way — while protecting your business and treating your employee fairly.

You’ll get everything you need to handle the situation yourself: a clear roadmap, compliant documentation, and practical guidance tailored to your business. And if you need help delivering the process? We can support you directly too (see Step 3).

You Can’t Just Dismiss Someone for Being Off Sick

Even if the absence feels unreasonable… even if it’s hurting your business… even if you suspect they’re taking advantage — UK law requires you to follow a fair and thorough process before even considering dismissal.

That includes:

• Understanding the cause of absence (short- or long-term)

• Following a clear absence management procedure

• Considering reasonable adjustments (especially for disabilities)

• Giving the employee a fair opportunity to return or improve

Failure to follow these steps can leave you open to claims for unfair dismissal, discrimination, or breach of duty — even if the employee has a poor attendance record.

Real Businesses. Real Consequences.

Handling sickness and absence incorrectly can quickly lead to legal trouble — especially if the employee has a protected characteristic (like a disability) or if the business can’t show it followed a fair process.

Case Example: Mishandled Absence = £30,000 Award

In Powell v Department for Work and Pensions, an employee with a disability was dismissed for poor attendance despite some adjustments being made. The tribunal found those adjustments weren’t enough and that the employer should’ve allowed more time to improve. She was awarded £30,000 for unfair dismissal and disability discrimination.

Read More Here

Case Example: Fit Notes Ignored = Unfair Dismissal

In Mr K Manir v Computershare Services Ltd, the employer dismissed an employee for unauthorised absence despite him providing GP fit notes for long-term sickness. The tribunal ruled the dismissal unfair and awarded him £4,293.76.

These examples show the importance of documenting every step, acting reasonably, and making fair adjustments — especially when someone’s health is involved.

What’s Included in Sick Leave & Absence Support

This service gives you a complete process to manage:

• Frequent short-term absences

• Ongoing or long-term sick leave

• Absences related to mental health or disability

You’ll get:

• A tailored plan for managing the issue from start to finish

• Letters, scripts, meeting templates, and tracker tools

• Guidance on medical reports, occupational health, and adjustments

• Advice on dismissals for capability, if appropriate

We’ll help you stay within the law, manage risk, and deal with long or repeated absences confidently and compassionately.

What to Expect From Redundancy Done Right

We’ve taken the confusion and risk out of absence management — and turned it into a clear, three-step process that keeps you compliant and in control.

Step 1: Book Your Free Introduction Call

This first call is completely free and takes around 15 minutes over the phone or on Teams.

You tell us:

• What’s been happening with the employee

• How long they’ve been off (or how often they’re off)

• What you’ve already done, if anything

We’ll talk you through your obligations, explain your options, and make sure you’re clear on what to expect before moving forward.

No pressure, no hard sell — just a helpful chat to see where you stand and whether we can help.

Step 2: Get Your Absence Plan (Fixed Fee)

If you decide to move forward, we’ll create a plan tailored to your situation.

You’ll get:

• A structured process to follow from start to finish

• Legally compliant documents and tracker tools

• Scripts for meetings and difficult conversations

• Advice on medical input, adjustments, and your next steps

Pricing starts from £499, depending on complexity and number of employees involved.

Step 3: Hands-On Support (Optional)

If you want support beyond the documents, we’re here for you.

We can:

• Help you prepare for or attend key meetings (remotely)
• Liaise with occupational health or review medical reports
• Support you with decision-making around adjustments or termination
• Handle tricky questions or grievances from staff

You can use us on an ad-hoc basis (hourly rate) or choose a support package if you’d prefer guaranteed help throughout.

Absence Doesn’t Have to Mean Inaction

You don’t have to sit and wait — or act out of frustration. With the right advice and documentation, you can manage absence fairly, protect your business, and avoid unnecessary legal risks.

Book your free call today — no pressure, just straightforward advice.

Frequently Asked Questions