Many employers choose to turn a blind eye to situations where an employee doesn't show up for work, hoping that this approach will improve relationships and atmosphere. However, an employee abandoning their job acts like a toxin – every unauthorised absence from work sends the team a dangerous signal: the rules don't apply to everyone, and compliance with the employment contract depends on individual attitude rather than obligation. It is an illusion that a lack of consequences brings any benefit whatsoever.
The cost of leniency: financial, reputational and moral
Every employee absence represents an additional financial burden – reorganising other employees' working time, sudden changes within the team and a drop in productivity are just the beginning of the problems. Tolerating unauthorised absence can cost a company more than it seems, and an employment reference with a note about job abandonment is often not a sufficient lesson. What's more, a lack of response can affect the employment relationship with the remaining employees, who, seeing that the rules aren't being followed, lose motivation and respect for the established order.
An employee who conscientiously fulfils their duties loses motivation when they see that the employer doesn't react to others leaving their post. Tolerating situations where an employee doesn't show up for work undermines the rules established within the company, which over time leads to demotivation and frustration across the whole team. If the employment contract isn't taken seriously by everyone, those who previously respected the rules start to question them.
Why is it worth acting quickly when an employee doesn't show up for work?
Every unauthorised absence should be a signal for the employer to react immediately. A lack of prompt action may encourage further instances of leaving the workplace. Responding and drawing consequences for the employee is an investment in the organisation's work culture. If the remaining employees see that the company doesn't tolerate leaving one's post without reason, trust grows in the rules that should apply to everyone – without exception.
Every further employee absence without an employer response increases the risk of further problems in the workplace and makes maintaining discipline increasingly difficult. For every team member, a failure to draw consequences amounts to permission to disregard the rules.
What options do you have when an employee doesn't show up for work?
An employee's unauthorised absence from work is not only an organisational problem but also a real legal challenge for the employer. In such situations, the Labour Code provides clear tools for action. When an employee decides to abandon their job, they not only violate the terms of the employment contract but also expose the company to the risk of financial losses and a drop in team morale. Sometimes the only right solution is a firm approach: terminating the employment contract without notice due to a serious breach of basic employee duties.
Terminating the contract through the employee's fault – how to do it lawfully?
The Labour Code provides for situations in which an employment relationship can be terminated immediately, without notice. When there is a serious breach of duties – such as leaving one's post without justification – the employer has the right to terminate the employment contract through summary dismissal. However, this requires thorough documentation and formal justification in order to meet legal requirements and avoid possible claims. The documentation must show the impact of the unauthorised absence on the company's operations and indicate how the breach affects the rest of the team.
Effectively applying the regulations – more than just a formality
Acting in compliance with the regulations is the key to effectively managing the situation. Documentation, clear communication and a swift response are the foundations for terminating the employment relationship. Every decision made at the right moment shows the team that the company takes the Labour Code seriously and does not tolerate breaches of basic duties. An employer who acts decisively and consistently strengthens their authority within the team and protects the organisational culture.
When an employer draws consequences for an employee abandoning their job, the whole team feels the effects. Firm decisions build respect for the rules and strengthen engagement. Seeing that breaking the rules doesn't go unpunished, employees feel more valued, and the employment relationship becomes more stable. Applying the provisions of the Labour Code strengthens morale and gives a sense of fairness, eliminating the silent tolerance of unauthorised absences.
Different types of absence and how to respond to each of them
Every absence from work is a challenge for a company, but not all absences are equal. It is often too easy to assume that an employee who doesn't show up for work is acting flagrantly. Yet understanding the context and causes can help the employer choose the right response – from support, through a warning, to terminating the employment contract without notice.
1. A one-off, unauthorised absence
This is a situation in which an employee doesn't show up for work without prior notice or justification. Under the Labour Code, a one-off absence doesn't always qualify for termination of the contract. However, failing to respond to such an incident signals that leaving one's post without consequences is tolerated. Actions the employer can take include a clarifying conversation and a warning. This approach allows the employee to understand that disregarding the obligation to show up for work is not acceptable.
2. Recurring, justified absences
An employee who regularly doesn't show up for work due to health problems generates costs for the company, but under the law their rights within the employment relationship are protected. In such situations, instead of escalating tension, the employer can adopt a support strategy, offering, for example, help in returning to health or even a change in the scope of duties. Building openness and flexibility helps maintain productivity without violating basic employee rights.
3. Repeated, unauthorised absences
When absences from work become regular and unjustified, the employer gains strong grounds to treat them as a serious breach of basic employee duties. In such cases, if the employee doesn't change their behaviour despite earlier warnings, it is possible to terminate the employment relationship immediately, under Article 52 of the Labour Code. It is important, however, that all steps and communication are thoroughly documented – every termination through the employee's fault should be backed by solid evidence to protect against possible claims.
4. An employee suddenly abandoning their job
If an employee decides to leave their post without any prior warning, this constitutes one of the most serious breaches of the employment contract. In such a case, under the regulations, the company may terminate the employment contract without notice, which results in an entry in the employment reference stating that the contract was terminated through the employee's fault. The decision to take such a step, although it may be difficult, is necessary to protect the organisation's interests and to show that the employment relationship is based on mutual respect for obligations.
Context is the key to an effective response
Every case of employee absence requires an individual approach, based on understanding the context and the regulations. Employers who know when to offer support and when to take firm steps create a stable work culture, giving a clear signal that leaving the workplace without justification is not tolerated.
Long-term strategies for reducing absenteeism
In today's labour market, prevention and support are key if an employer wants to maintain team stability and prevent absenteeism. The right approach minimises the risk of an employee deciding to abandon their job or breaching their basic duties, which could lead to the need to terminate the employment contract through their fault. Comprehensive support and motivation strategies, together with clear rules, are the foundation for maintaining a healthy employment relationship that continues in harmony and mutual respect.
Motivate instead of reprimand
A lack of engagement or problems on the employee's side often stem from a lack of motivation or a sense of support. If a company ignores such signals, it risks the employment relationship ending due to job abandonment. That's why introducing motivational programmes and meeting employees' needs is an investment that pays off – it reduces the number of unauthorised absences and limits situations where an employee considers walking away from their employment contract without notice.
Communication as the foundation of cooperation
A strong communication culture ensures that the employment relationship continues in line with the expectations of both parties, without sudden absences or resignations. The employer should hold regular meetings and offer anonymous surveys to give employees space to express their concerns. When problems arise at work, or situations that could lead the employee to abandon their job, a swift response and jointly solving the problem can prevent further consequences and reduce the risk of the employment relationship ending in summary dismissal.
Clear disciplinary rules and fair consequences
It cannot be ignored that an employment relationship requires clear rules and fair consequences. The Labour Code gives employers the tools to respond to serious breaches of basic duties by employees. Clearly defined rules and consequences for breaches – such as termination of the employment contract without notice – can prevent situations where an employee leaves their post without justification. Documenting actions protects the employer against possible claims and also signals that unauthorised departure from one's post, or fault on the employee's part in the event of a serious breach, will not be tolerated.
Support programmes as a long-term solution
Investing in support programmes, such as flexible working hours, care for mental health and development opportunities, reduces cases where an employee abandons their job without justification due to stress or a lack of support. When a company provides supportive resources, the risk of dismissal and expiry of the employment relationship decreases, and the employment relationship is built on mutual understanding and security. Such a work climate makes employees prefer to express their needs rather than consider abandoning their job.
Long-term support strategies and transparent rules help maintain a healthy employment relationship, limiting cases where an employee decides to leave without notice through their own fault, or abandons their post without first settling matters with the employer.
Summary
When an employee regularly fails to show up for work, the consequences for the employee, as well as the risk such behaviour poses to the team, cannot be ignored. Consequences for the employee's fault due to a serious breach must be drawn in accordance with the regulations, which clearly state that job abandonment is a fundamental basis for a response. The employer must be aware that failing to act means tolerating the problem, and the consequence may be the employee ultimately terminating the contract themselves.
To maintain discipline, it should be remembered that an unexplained absence is the employee's fault, resulting from a breach of basic employee duties. Moreover, under the regulations, the employment relationship continues until the employee settles matters with the employer. Employment cannot depend on someone's goodwill – every employee should have clearly defined rules and know what consequences they face for unauthorised absence.
Refusing to accept an employee's return to work without them first settling matters with the employer helps avoid unnecessary disputes. To dismiss an employee summarily and effectively, on the other hand, it is necessary to properly prepare the documentation and maintain transparent communication within the team.
