Long-term absence through prolonged ill-health requires a different response to that for persistent short-term spells. In the former, it is good practice to maintain contact with the employee.

After a long period away from work, it is becoming increasingly acceptable to rehabilitate employees back into the workplace slowly, through part-time working and combining home/office working. Redeployment is an option if some disability is permanent as a result of the illness.

The Disability Discrimination Act 1995 defines a disabled person as a person who has a physical or mental impairment which has a long-term adverse effect on his or her ability to carry out normal day-to-day activities. An employee who is absent due to prolonged ill-health, which has lasted or may last for 12 months or longer, might well satisfy this definition. This places an obligation on the employer to make reasonable adjustments to the way work is carried out and also to the workplace in order to accommodate the "disabled" employee.

This should be borne in mind and addressed before any final decision is taken to terminate the contract of employment.