Any instance where an employee is away from their workplace without authorisation or approval constitutes unauthorised absenteeism. We look at this issue in more detail.

Absenteeism is a common term that is often used lightly by employers and employees without considering what it entails and without clearly defining the parameters and the possible consequences.

While there are clear distinctions between absenteeism, abscondment, and desertion in Labour Law, we will look at absenteeism and, more specifically, unauthorised absenteeism, in this issue of the MISA eDATA.

The Oxford Dictionary defines Absenteeism as “The practice of regularly staying away from work or school without good reason” and in Labour Law “without good reason” is the defining factor.

What constitutes absenteeism?
Unauthorised absenteeism can range from when an employee stays away from either their work place or work station for periods of time without the employer’s permission, to being late for work.

Not being at work is just one area of absenteeism: poor timekeeping, leaving the workplace early, extended tea and lunch breaks, and being absent from the workstation can all be deemed to be unauthorised absenteeism.

Attending to private matters during working hours can also be considered as absenteeism, as the employee might be at their workstation, but they are not performing their required work duties.

When would permission for absence be granted?
Employees have both statutory and contractual rights to be absent. Examples of constitutional rights, and when permission for absence would be granted, are sick leave, maternity leave, or compassionate leave. However, the entitlement to sick leave does not absolve an employee of the duty to inform their management in line with their employer’s policies or as soon as reasonably possible.

Contractual rights to be absent include tea times and lunch times.

If you know that you are going to be absent for any reason, you need to inform your management of the reasons for your absence and the likely duration thereof as soon as is reasonably possible.

Depending on the circumstances and the time period, unauthorised absenteeism will probably not result in a dismissal for a first offence, but it could result in a labour matter that could have been avoided by open and honest communication.

One should always remember that when you accept any kind of employment, you have a duty towards your employer to actively fulfil your job obligations during certain agreed-to set hours. If you fail to do so, or are absent from your work place or your work station without permission, you are undermining the very essence of the employment relationship. It is therefore always better to stay focussed, be present, and on time!

Should you require any advice, MISA is only a phone call away.

Article by Anel Strydom, MISA Labour Relations Officer.

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