Checklist to help assess unauthorised absence or absence without leave (AWOL)
Follow this checklist in circumstances where an employee fails to attend work when expected and is therefore absent without authority or absent without leave (AWOL). This could be because the employee has failed to return from annual or family-related leave, or when they have failed to attend work without informing you prior of the absence.
- Write to the employee explaining that the absence is unauthorised, explaining why and ask them to contact you within a certain period of time to explain the reason for the absence.
- Caution them that failure to attend work or respond could result in disciplinary action, including dismissal.
If the employee has failed to return from family-related leave, such as maternity or adoption leave, inform them that if they are considering resigning their employment, they should contact you. Also remind them of any notice requirements. - Inform payroll, ensuring that there is no pay for the period of unauthorised absence.
- Write to the employee following up to your last letter and inform them as you have still not heard from them, they are being invited to a disciplinary hearing if appropriate.
- If the employee returns to work, meet with them to discuss the absence, explaining that the absence was unauthorised and tell them why. Invite them to a disciplinary hearing if appropriate to do so for failing to follow the reporting procedure and unauthorised absence.
- If the employee does not return to work, hold the disciplinary hearing in their absence and document a review of their absence and the attempts to contact them.
- Write to the employee confirming outcome of disciplinary meeting. If disciplinary action has been taken, inform employee of right to appeal.
- If the employee remains in employment, set a date for review meeting with them.
- Monitor ongoing absence.
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