4 Steps To Address Lateness & Absenteeism

Dealing with persistent lateness and frequent absences/failures to report is a common challenge when managing employees, especially in companies with ‘shift work’.

These issues must be handled properly, otherwise the business faces two risks: 

1. The employee’s behaviour/performance may not improve. 

2. The company might make a decision that exposes it to liability. 

To manage these challenges effectively and to protect the business from risk, you must follow the proper process: 

Step 1: Letter of Advice- At the first signs of habitual lateness or frequent absenteeism, meet with the employee. Discuss the issue, listen to their feedback, and offer support to help them improve. After the meeting, issue a letter of advice making it clear that the behaviour must improve, or the employee may face disciplinary action. 

Step 2: Written Warning- If the problem persists, meet with the employee again, giving them a fair opportunity to be heard. Continue to offer support where appropriate. Depending on their explanation, you may then issue a written warning. 

Step 3: Final Written Warning- If lateness or absenteeism continues, follow the same procedure (always giving the employee a fair opportunity to be heard). At the end of the procedure, it may be appropriate to issue a final written warning. 

Step 4: Dismissal- Finally, if the employee still fails to show sustained improvement, dismissal may be a fair option, but only after following due process and giving the employee the opportunity to be heard. 

(Note: Every case is unique and it is always best to get proper advice before deciding to terminate an employee.) 

Following this process gives the employee the best opportunity to improve his behaviour/performance. 

But very importantly, failure to follow these steps could expose the company to a claim of unfair dismissal. In such cases, the employee may be entitled to compensation or even reinstatement. 

It is crucial to always follow the proper process, even when dealing with long-term problems that cause frustration and operational strain. 

If you skip steps and rush to dismissal, you may risk paying out significant compensation.