Absence Management: Capability

It is crucial to effectively manage employee absence to maintain a productive and supportive workplace. Whether the absence arises from ongoing health issues or short-term emergencies such as caring responsibilities, employers must respond consistently, compassionately, and in line with legislation.

Common Examples:

• Poor performance linked to health issues, or for caring for a dependant. The right not to be treated less favourably due to an associated disability is afforded under Equality laws.
• Inability to adapt to new technology or processes.
• Struggling to meet deadlines due to lack of training.

How It’s Handled:

• Supportive measures, such as additional training, mentoring, reasonable adjustments, or phased returns to work.
• Formal process only if performance does not improve after support is offered.

What About Time Off for Dependants?

All employees are entitled to a reasonable amount of unpaid time off to deal with emergencies involving dependants.

This covers situations such as:

• A dependant falling ill or being injured
• Disruption in care arrangements (eg nursery or carer unavailable)
• A child being involved in an incident at school

If such absences become frequent or extended, the employer should meet with the employee to understand the situation and explore other options (eg flexible working, or parental leave).

The entitlement only applies to dealing with emergencies, it doesn’t cover employees for caring for a dependant during a period of illness.