This will depend UPON a number of factors including how the absence impacts upon the particular service, whether the absence follows a particular pattern, and/or whether it is for a single underlying cause or many different causes.

Where the absence is having a significant IMPACT on service delivery and/or is for regular ‘minor’ ailments, you may feel that a caution would be appropriate. Where the impact on service delivery is less significant or the absence relates to a distinct one-off condition with a explicit recovery date, a monitoring period may be more appropriate. 

Where the absence relates to an underlying medical condition or serious illness, a formal NOTIFICATION period may be appropriate which should be DETERMINED based upon the medical condition, LIKELY return to work date and the ability of service to sustain the employee’s continued absence.

This will depend upon a number of factors including how the absence impacts upon the particular service, whether the absence follows a particular pattern, and/or whether it is for a single underlying cause or many different causes.

Where the absence is having a significant impact on service delivery and/or is for regular ‘minor’ ailments, you may feel that a caution would be appropriate. Where the impact on service delivery is less significant or the absence relates to a distinct one-off condition with a explicit recovery date, a monitoring period may be more appropriate. 

Where the absence relates to an underlying medical condition or serious illness, a formal notification period may be appropriate which should be determined based upon the medical condition, likely return to work date and the ability of service to sustain the employee’s continued absence.