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Slacking off, or just silently sick?

At some point, we all get sick and have to miss a day or two of work. But what if you have a serious medical issue that requires frequent doctors’ appointments — and your absences begin to hurt your work and professional relationships?

You’ll need to discuss your situation with your manager and human resources to ensure your work is covered. But what about colleagues on the periphery, the people you work with, but not closely enough to share sensitive personal information with? Do you tell them and risk revealing too much? Or, say nothing and let them jump to their own conclusions? Is there any way to stem resentment that may result from your colleagues picking up the slack?

Read article in full: http://www.bbc.com/capital/story/20150731-slacking-off-or-just-sick

There are many small businesses here on LJN that employ 1-10 people and there are many who people who are currently exploring how to expand.

Taking on your first employee is a daunting prospect. There is so much to learn' both in the legal sense - your obligations and your workers' tights - as well as the personal and moral issues that have to be handled and managed.

Treating everyone the same but making allowances

I'm sure that many of you who've gone down the route of employing staff have encountered problems and difficulties in terms of how your staff have approached their obligations to you?

The above article - I recommend that you read it - highlights just one potential problem when it comes to sickness.

There is definitely a need to be patient and understanding but also be firm - not all employees are upfront and honest about sickness whilst others, who genuinely need support, can be slightly secretive.

If you're only employing 2-3 people, hit's important to appear sympathetic and make allowances but also be firm when you suspect an employee is taking advantage.

I'm sure that we all have tales to tell but hat advice would you give when it comes to tackling absence of staff through sickness and/or dealing with a dishonest employee who is, potentially, threatening the unity your business?