PHI Dismissal - employee on sick leave for 3 years, how do we let her go?Posted in : Seamus Says - Employment Law Discussion on 7 December 2018
Q. A member of staff has been absent on sick leave, still sickly, for the past three years. She has been able to access a generous PHI, permanent health insurance package, and has continued to accrue annual leave entitlement and generous pension contributions and pay rises. Unfortunately, our HR team has not been in touch with the employee on a regular basis. We were recently audited and advised to let her go. Please advise on the best way to handle this issue.
Seamus: I think on first blush of the question, the concern was really around the fact that there hadn't been regular contact with the employee, and obviously that's recommendable that when you have an employee out on long-term
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More on Absence and Sickness
- Managing Long Term Sickness Absence
- What Are an Employer’s Obligations to Employees Undergoing IVF Treatment?
- Cosmetic Surgery v Medical Surgery – What Are An Employee’s Rights?
- Who Has Right To Request Occupational Health Meeting - Employee Or Employer?
- What Effective Will Recent Changes to SSP Rules Have For Employers?
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.