Jobstore Malaysia » Training Programmes

Handling Employee Absenteeism, Sick Leave Misuse, Probation Management and Performance Improvement

15 Jun 2026 · 9:00am - 5:00pm

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Overview
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Modules

Skills you'll gain

Handling employee absenteeism View all skills

This advanced one-day program is designed for HR professionals to master the complexities of the Employment Act 1955 and the Industrial Relations Act as they pertain to attendance. While the basics of leave entitlements are covered, the core of the course focuses on high-stakes scenarios: handling chronic medical incapacity, managing "untouchable" probationers, and navigating the fine line between disciplinary action and medical accommodation. Participants will move beyond administrative tracking to becoming strategic advisors who can mitigate legal risks while maintaining a high-performance culture.

Objectives:

Navigate Legal Grey Areas: Interpret the Employment Act 1955 to resolve complex leave disputes that standard policies don't cover.
Execute Strategic PIPs: Design Performance Improvement Plans (PIP) specifically for medical-related performance declines that satisfy legal "reasonableness" standards.
Audit for Abuse: Implement advanced validation techniques for Medical Certificates (MC) and identify sophisticated patterns of sick leave misuse.
Manage Incapacity: Distinguish between "unsuitable performance" and "medical incapacity" to determine the safest legal route for termination or accommodation.
Advise Leadership: Coach supervisors and management on their specific roles in early intervention and preventive attendance actions.

Introduction to Leave Management
Definition and Types of Leave
Employee Rights and Employer Obligations
Legal Framework under Employment Act 1955
Applying for and Approving Leave —Procedures and Controls
Managing Annual Leave Entitlement and Carry Forward
Common Leave Management Challenges and Risks
Exercises and Case Studies

Module 2: Managing Absenteeism (Absent Without Permission)

Definition of Absenteeism and Absence Without Permission
Legal Provisions under Employment Act 1955
Identifying Patterns and Causes of Absenteeism
Distinguishing Misconduct vs Genuine Reasons
Steps in Managing Absentee Employees
Disciplinary Considerations and Documentation
Preventive Strategies to Improve Attendance
Exercises and Case Studies

Module 3: Managing Sick Leave

Understanding Sick Leave Entitlement
Employer Obligations under Employment Law
Medical Certificates (MC) — Validation and Concerns
Identifying Misuse or Abuse of Sick Leave
Managing Prolonged Medical Absence
Communication with Employees on Medical Leave
Documentation and Risk Management
Exercises and Case Studies

Module 4: Roles and Responsibilities of All Parties

Roles of HR, Supervisors, and Management in Attendance Management
Accountability for Employee Attendance
Early Intervention and Preventive Actions
Communication Responsibilities Across Departments
Actions Beyond Disciplinary Measures:
Coaching
Counselling
Support mechanisms
Creating a Culture of Responsibility and Compliance
Exercises and Case Discussions

Module 5: Managing Employees on Probation with Medical or Attendance Issues

Purpose and Objectives of Probation Period
Legal Position of Probationers under Employment Law
Employer Obligations During Probation
Managing Attendance and Medical Absence During Probation
Distinguishing:
Unsuitable performance vs medical incapacity
Misconduct vs genuine illness
Extending Probation Due to Medical or Attendance Reasons
Risks of Termination During Probation
Documentation Requirements for Probation Decisions
Conducting Fair Probation Review Meetings
Exercises and Case Studies

Module 6: Performance Improvement Plan (PIP) Related to Medical or Attendance

Purpose and Principles of Performance Improvement Plans (PIP)
When to Use PIP vs Disciplinary Action
Managing Performance Decline Due to Medical or Attendance Issues
Legal Risks When Performance is Linked to Health Conditions
Designing a Fair and Supportive PIP Framework
Reasonable Adjustments and Accommodation During PIP
Monitoring Progress and Documentation
When PIP May Lead to Further Action or Termination
Ethical and Compassionate Communication
Exercises and Case Studies