Checklist for conducting due diligence before managing absenteeism issues

Introductory note:
Disciplining an employee for absenteeism is a difficult process and the employer must conduct due diligence before beginning this process.

How to use this checklist:
This checklist identifies information that should be considered before determining how an absenteeism issue is approached.
Where the due diligence identifies additional issues, eg, a protected attribute (disability, pregnancy, carer responsibilities, ethnicity or religion (depending on jurisdiction), potential workers, compensation, health and safety issue, bullying or harassment risks or grievance/employee complaint, then this will flag a need to approach the issue more carefully and/or to seek legal advice.

Links to related content:
1.	See the “What are the legal risks associated with performance management?” Guidance Note in the PG Employment module.
2.	See the “Dispute resolution under enterprise agreements” Guidance Note in the PG Employment module.
3.	See the “Sources of terms” subtopic in the PG Employment module.
4.	See the “General protections” subtopic in the PG Employment module.
5.	See the “Anti-discrimination laws” subtopic in the PG Employment module.
6.	See the “Anti-bullying laws” subtopic in the PG Employment module.
7.	See the “Unfair dismissal” subtopic in the PG Employment module.
8.	See the “Unlawful termination” subtopic in the PG Employment module.
9.	Please also see the AU Personal Injury modules (NSW, Qld and Vic) and AU Work Health and Safety.