Dismissal can be considered where long-term or repeated absence, or medical capability, makes continued employment unsustainable. A fair decision should be based on current evidence, the department policy, consultation, reasonable adjustments and realistic alternatives.
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Check whether dismissal is genuinely on the table
The invitation should state the meeting purpose and possible outcomes. Ask directly if dismissal can be decided or recommended. Obtain the management case, absence record, medical evidence and policy before the meeting.
Dismissal is not decided by Occupational Health
OH informs the health and work questions. Management decides whether employment can continue. A report saying return is unlikely soon does not remove the need to consider adjustments, review timing, alternative work and the full circumstances.
Members can unlock: a dismissal-case matrix, process and evidence audit, alternatives checklist, final-meeting plan, response wording, decision-letter review and immediate actions for appeal, pension and legal advice.
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