UK businesses are being urged to take action against “sickies” following news from the Confederation of British Industry (CBI) that it costs industry an estimated £12.2 billion a year.

It is possible to dismiss employees who constantly take time off for minor illnesses provided employers follow the proper procedures, according to law firm DWF.

Joanne Pearce at DWF said: “Employment tribunals recognise that, when poor attendance becomes commercially damaging, it may be reasonable to sack someone. However, employers have to give them due warning, take steps to establish the reason and try to rectify the situation first.

“Ascertaining the reason will determine the approach you need to take. There is a clear difference between disciplinary warnings and warnings in cases of genuine but nevertheless disruptive absences. A high number of seemingly unrelated illnesses may suggest malingering, but it could also be someone with a frail immune system, so obtaining medical evidence is advisable.

“Where there is a genuine reason, warnings should be sympathetically worded and should spell out that the level of absenteeism is unacceptable and needs to improve, what steps the employer can take to assist the employee to improve, the timescale for such improvements and the consequences if it does not.”

Employers must ensure they follow the statutory dismissal procedure as well as any internal procedures they may have, according to DWF.

An informal discussion should be the first resort.

Employers should consider if the absence is caused by other factors such as harassment or bullying at work, stressful or boring work and domestic or family problems, DWF said.

It added that the nature and length of illnesses, any recent improvement in attendance, history with the company and the likelihood of improvements, the effect of absence on other workers and on output, and the size and resources of the company should be taken into consideration.

Pearce said: “All too often employers are reluctant to tackle people who constantly take time off, yet apart from the cost to the business such behaviour can create resentment amongst others. By monitoring attendance records and taking action where problems do arise, absence can be kept to a minimum.”