Employers must also consider from an early stage in the employment relationship whether an employee is, or might be, considered to be disabled in the eyes of employment law. If they are, the employer must take extra steps in relation to that employee to, where possible, assist that employee in remaining in or returning to work, and to ensure that the employee is not treated unfavourably as a result of their disability.  Managing an employee with a disability can be a particularly intimidating issue for an employer, and is not without its pitfalls. The key is to take advice (both legal and medical), and to continue to communicate. The Employmentor team are on hand to assist you with that.

Unfortunately, there are occasions where the employment relationship can no longer continue with an employee who is consistently absent and, in those situations, after speaking with one of our Employmentor Team, it may be necessary for you to utilise the disciplinary procedure (see our section on Discipline and Grievance), in order to end the employment relationship.