What do you do if an employee goes out sick with stress during a disciplinary process?

Posted in : First Tuesday Q&A ROI on 4 February 2014
Zelda Cunningham
Arthur Cox

The employee in question should be referred to an occupational health specialist for an assessment of his condition. If the employee is deemed fit for work, he should be requested to return to work, and at that stage the disciplinary procedure should continue in the ordinary way, subject to any conditions recommended by the occupational health specialist.

If the employee is certified as being unable to return to work, he should be afforded time to recover from his illness and contact with the employee in respect of the disciplinary proceedings should cease until he is no longer covered by

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Back to Q&A's This article is correct at 02/09/2015
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The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Zelda Cunningham
Arthur Cox

The main content of this article was provided by Zelda Cunningham. Contact telephone number is +353 1 618 0000 or email zelda.cunningham@arthurcox.com

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