Generally, absence issues fall into two categories; short-term and long-term with each requiring different considerations.

Repeated short-term absence is probably harder to deal with than long-term absence. The infrequency and unpredictable nature of short-term absence often causes issues in meeting your business’ objectives.  It also means colleagues have to cover the work, which can lead to resentment. 

If someone has regular short-term absences, you are best advised to keep a record of the dates and reasons given. Assuming there is no underlying disability, these issues can be dealt with informally or via your disciplinary procedures.

These can be easier to plan, in terms of sourcing a temporary replacement, but termination of employment can be harder.  Dismissal is possible, but often employers want to help and support employees during such difficult times. 

Long-term absence often involves a disability, so discrimination will be the main consideration.  The benefits you provide will also be a factor, as health insurance can help with the employee’s medical treatment and recovery and you may offer income protection to ensure the employee does not suffer financially.