5 December Chucking a sickie: What amounts to 'temporary absence'? December 5, 2017 By Reef Admin Leave provisions 0 We've all had them. That employee who's constantly off sick, sending everyone else's working day into disarray. But what can you do about it? Here's what you need to know about "temporary absence" protections. It’s an all too common complaint – one that REEF’s Workplace Relations Advisors hear almost daily from real estate employers calling the Helpline. “They’re constantly taking a day here and a day there, and it’s just too disruptive,” some employers tell us. “They’re often away for days at a time and it’s impacting the rest of the team,” others say. Then comes the inevitable question: “Can I dismiss them?” While an employee who is continually off sick can create real anxiety for both employers and other staff members, it’s important to remember that there are statutory protections in place under the Fair Work Act 2009. These protections prohibit the termination of an employee because of absence from work due to illness or injury. There are also protections under Commonwealth, State and Territory discrimination laws. Temporary absence The “temporary absence” protection under the Fair Work Act raises its head most often. This protection provides that “an employer must not dismiss an employee because he or she is temporarily absent from work [due to] illness or injury”. If the period of absence exceeds this and at least part of the absence is not paid sick leave, then the employee is not afforded the temporary absence protection. But, as most of us would agree, three months of absences over the course of 12 months is a long time for an employee to have protection against dismissal. In the meantime, the employer is left pulling their hair out as they seek to manage inadequate resources. And let’s not forget the impact on other staff. With increased workloads, they can quickly become annoyed and start to blame management for failing to take any action. However, you’ll be flirting with danger if you take any action against an employee in circumstances where the temporary absence protection applies. A “general protections” claim can potentially result in significant financial penalties being imposed against the employer. After the three month protections period has elapsed, an employer is in the position to terminate the employee’s employment – provided there is a valid reason to do so. This may include the employee’s inability to carry out the inherent requirements of the job. Key message for employers Managing an employee who is constantly absent or on sick leave is always problematic. In general, you shouldn’t dismiss an employee who is absent from work due to personal illness or injury if the reason for the dismissal is based on that absence. Questions? Before you consider taking action against an employee due to regular absences from work, call the REEF Helpline on 1300 616 170. One of our Workplace Relations Advisors will be able to guide you. Related Employee deductions: What's allowed, what's not To deduct or not to deduct? When it comes to deductions from an employee's pay, what's allowed and what's not? What amounts can an employer take out before it hits an employee's hand? Workplace investigations – Here's what you need to know Workplace investigations are a necessary, but often difficult task. As an employer, you need to rely on the result of the investigation to decide upon disciplinary action. A message from the CEO: What's happening at REEF It's hard to believe we're halfway through the year. What started as a busy year shows no sign of slowing down. Here's just a few things we've been focused on. Redundancy roadmap: What if there's not enough work? As the property market continues to slow, many agencies are facing tough decisions when it comes to their employees. What can you do when there's no longer enough work to go around? Is redundancy an option? Standing down employees: What you need to know These are uncertain times for all of us and real estate employers are rightfully concerned about what lies ahead for their businesses. What is the MITA: Qualifying for commission-only employment A new acronym is about to enter the real estate industry's lexicon. From 2 April 2018, references to commission-only employment will be uttered in the same breath as "MITA" – Minimum Income Threshold Amount. Comments are closed.