September 15, 2015
Over the years we’ve had a few of these ‘stories’.
Ranging from people genuinely caught up in Volcanic Ash to not quite so believable tales of people’s car awaiting parts in the South of France.
In your handbook you should have a section on failure to return from holiday on time. You may be suspicious if your employee does the following:
1. Contacts you by text rather than speaks in person.
2. Had previously asked for additional time off that you couldn’t authorise.
3. Has a partner on shutdown from the local factory!
4. Is unable to provide evidence of original travel tickets on their return.
You have a choice as to whether you authorise the absence or consider it unauthorised. The one thing you are not going to be able to do is get the employee to attend work till they are ready.
Keep an eye on social media as this evidence from here can be printed and be admissible.
Strange things do happen, so do be prepared to be proved wrong. You may be cynical but they may be telling the truth. It doesn’t mean that the absence is paid, just that it is authorised. However if you are not convinced, and have reason to believe that your employee is lying to you then disciplinary action on their return may be appropriate.
We hope this helps. If you have any other HR dramas, please don’t hesitate to contact us or leave a comment on these blogs. All comments are read.
If you would like to speak to us about this or any other aspect of HR or employment law please call us on 01527 909436
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