Vous êtes confronté au licenciement d’un employé en congé de maladie. Comment gérez-vous cette situation RH délicate ?

From my experience, it’s crucial to approach the situation with empathy and respect. I would first ensure all legal and company policies are followed, consulting with HR and legal experts to understand the implications. I’d then have a private, compassionate conversation with the employee, offering support and discussing their options. It’s important to be transparent, but also to show understanding and care throughout the process.

When terminating an employee on medical leave, prioritize empathy and compliance with legal requirements. First, review company policies and legal obligations under the applicable/relevant laws to ensure you are adhering to all regulations. I will advise consulting with legal counsel to navigate potential risks. Schedule a private, respectful meeting to discuss the situation, ensuring the employee understands the reasons and the process. Offer support, such as severance packages or career counseling, if applicable. Maintain confidentiality and handle all communications with sensitivity to the employee's health and well-being.

Respecting corporate integrity and guaranteeing equity for all requires accepting difficult HR decisions. It's critical to uphold respect in these circumstances by being open and sincere. Have frank discussions, thoroughly outlining the rationale for the choice and steering clear of any wording that might be interpreted as prejudiced. Furthermore, providing support resources shows that you care about the worker's wellbeing even during trying times.

Terminating an employee on medical leave requires careful consideration to avoid legal and ethical issues. Start by reviewing company policies and local labor laws, particularly those related to medical leave, disability, and termination. Engage in a dialogue with the employee to understand their condition and recovery timeline. Explore alternatives like extended leave or accommodations that allow the employee to return to work if possible. If termination is unavoidable, document all steps taken, provide a clear explanation, and offer support, such as outplacement services. Ensure that the decision is fair, legal, and compassionate to maintain the employee's dignity and the company's reputation.

In my view, There will be always a way to solve and address things. When you deal with emotions of people, it should be dealt with care and respect. My view, "Never press the door putting your feet between the door and wall, find a common ground to negotiate". It is up to the person, how it is addressed i.e can there be options like sabbatical, Garden Leave.