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Our Guide to managing an AWOL employee streamlines handling sudden absences, promoting operational continuity and employee accountability.
This guide focuses on managing employees who are Absent Without Official Leave (AWOL) and provides step-by-step guidance on addressing the issue, conducting investigations, and taking appropriate disciplinary actions.
It’s unusual, but occasionally you might find yourself in the situation of having to deal with an employee who has effectively gone AWOL (absent without official leave). In other words they haven't turned up for work (or they have left work), with no explanation.
Dealing with an AWOL employees can be challenging, but a structured approach ensures fairness, compliance, and effective resolution. Follow these steps to navigate the situation:
Step 1: Consider the Circumstances
Before taking any action, assess the context surrounding the employee's absence:
Review the employee's attendance record to understand their history.
Explore any personal problems, health issues, or conflicts that might contribute to their absence.
Investigate whether there have been recent disputes or disagreements in the workplace.
Determine if there's reason to suspect workplace bullying or harassment.
Examine whether the absence coincides with stressful periods at
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The purpose of a guide to managing an AWOL (Absent Without Leave) employee is to provide a structured and effective approach for supervisors and managers to handle situations where an employee is absent from work without prior notice or approval for example where they do not arrive for a scheduled shift, they walk out during the working day, or you are unable to contact them.
The guide helps address AWOL cases promptly, ensuring clear communication, understanding reasons for absence, enforcing company policies, and taking appropriate actions to mitigate disruptions and maintain a productive work environment.
Check which resources should be implemeted before and/or after the Managers guide to managing an AWOL employee, to understand the workflow.
Our Unauthorised Absence Policy Template tackles absenteeism, enforces accountability, and maintains a productive work culture.
Our Unauthorised Absence First Reminder Letter template helps address unexplained absences and prompts employee communication.
This Managers guide to managing an AWOL employee incorporates relevant UK laws and HR standards, including those listed below:
Employment Rights Act 1996: Provides framework for addressing unauthorised absences and enacting appropriate disciplinary measures.
Working Time Regulations 1998: Governs working hours, leave entitlements, and absence management.
Maternity and Parental Leave Regulations 1999: Guides management of absences related to parental leave.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Yes, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to managing an AWOL employee, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI-generated templates can be useful as a starting point, but they may not reflect current UK employment legislation, your organisation's specific circumstances, or the wider HR process. This professionally drafted template has been prepared using current UK employment law and HR best practice, helping reduce the need for significant amendments.
Absence and attendance toolkit
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