Your sickness absence management policy may contain a trigger point for starting action once long-term absence reaches a certain level. Check this before you do anything.
Long-term absence should not be treated as a disciplinary matter. Instead, deal with the issue by keeping in touch with the employee; obtaining medical advice; and consulting on whether, when and how the employee could come back to work.
If the absence continues and dismissal becomes an option, it is important to follow a fair procedure, meeting with the employee and giving them the right to appeal against your decision.
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