This can be the best way to get out of work last minute. It is something that has an expiration on it.įor example, a good excuse would be telling your employer that you simply aren’t feeling well. This means you’ll have to tell more lies in the future, which isn’t great.Ī good excuse is relatable, believable, and somewhat honest.
And will follow up with you regarding it. Your employer will most likely care about the fact that someone passed away in your family. And won’t require you to continue to tell a lie over time for your employer to believe it.įor example, a bad excuse to call out of work would be a death in the family (family emergencies). Bad ExcusesĪ good excuse is something believable. Let’s start with what makes up a good excuse to call out of work and what makes up a bad excuse to call out of work. And so you need a “white lie” to tell that doesn’t hurt your standing of being a good employee. At times, you might not feel entirely comfortable sharing the truth.
To find out more about return to work interviews, read our guidance and to discuss this further, contact your Employment Law Adviser.Are you looking for excuses to miss work? Needing to get out of work and informing your employer about it can be a tricky process. If they have been away from the workplace for seven days, they will need to provide you with a Fit Note from their GP. Rather than openly accuse them, you should raise the issue that it could be seen as not a genuine absence as it occurred at the same time as when they wanted to go on holiday. If they have gone ahead and called in sick, you should carry out a return to work interview to probe into the reasons for the absence. This can often do the trick and deter them from feigning sickness to get the desired time off. In your Employee Handbook, you should have a provision regarding how employees who deliberately fail to attend work without a proper excuse or in breach of management instructions will be committing an act of gross misconduct, which could result in dismissal without notice or payment in lieu. You should also remind them that any authorised absences may result in disciplinary action. If you have heard through the grapevine that they intend to call in sick, you should hold a meeting with them to discuss what has come to your attention and whether there is any truth to the rumour. After all, nobody wants to face intense questioning after their return to work! You should keep accurate records of these interviews as it will help you identify any patterns or trends. If people are aware that this is the company policy and it is always followed, it may help deter people from pulling sickies. Make sure you consistently hold return to work interviews after every period of absence. If this is the case, remind employees of these rules.
Alternatively, there may be times when you decide to prohibit employees taking annual leave at particularly busy times which require all hands on deck. You may oblige employees to take annual leave at certain times of the year, for example, if you close at Christmas time. You should encourage employees to book early to avoid disappointment and to collaborate with each other to coordinate leave. Make sure your annual leave policy makes it clear that employees should request leave and get it approved before booking any holidays. What do you do to prevent this occurring? What do you do if you hear rumours swirling around the workplace that the employee will pull a sickie? What do you when you receive a call saying the employee is too sick to come in? Cue an unhappy employee when their manager tells them two of their colleagues are already on holiday and you can’t allow everyone time off at the same time. The summer is approaching and we all want to enjoy a lovely holiday.Ī big and costly mistake some employees make is seeing a fantastic deal and booking the hotel, flights and car rental without getting authorisation from their manager.
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