Causeway Chamber is delighted to partner with BeyondHR to provide exclusive HR advice and support for local businesses and Chamber members across the Causeway Coast and Glens area. Together, we’re proud to deliver practical, people-focused guidance that helps employers confidently navigate workplace challenges.

To celebrate this exciting new partnership, we’re launching our brand-new “Dear Deirdre” HR Agony Aunt series, tackling real workplace issues faced by local employers and providing straightforward, expert advice on everything from employee relations and absence management to difficult workplace conversations. Led by HR expert Deirdre McDermott, who brings more than 30 years of industry experience, the series will offer practical, people-focused guidance to help businesses confidently navigate everyday HR challenges.

This month’s Dear Deirdre question comes from a local business owner struggling to balance compassion for an employee on long-term sick leave with the practical realities of running a small business.

In close-knit communities, employees often feel more like family than staff, which is why long-term sickness absence can be one of the most emotionally challenging situations an employer will face.

Dear Deirdre,

We’re a small business in Coleraine with fewer than 20 staff. One of our employees has been off work for several months due to ill health. We’ve tried to support them as much as possible and stayed in touch throughout, but from recent conversations it’s starting to look unlikely they’ll be able to return to work.

The problem is, we still need someone to do the job. The workload is building up, and the rest of the team are feeling the pressure.

We want to do the right thing, but we’re worried about saying or doing the wrong thing legally. Can we dismiss someone on long-term sick leave? And how do we handle this sensitively?

Concerned Employer, Coleraine

Dear Concerned Employer,

Firstly, you’re not alone. Long-term absence cases are one of the most emotionally difficult situations employers face, especially in smaller businesses where every team member plays an important role.

The good news is that there are ways to manage these situations fairly, legally, and compassionately.

Start with Medical Evidence

Before making any decisions, it’s important to understand the employee’s medical position as clearly as possible.

That may involve:

· Obtaining fit notes

· Seeking consent for an Occupational Health referral

· Discussing prognosis and likely return timescales

· Understanding whether reasonable adjustments could support a return to work

Employers should avoid assumptions. Even if a return seems unlikely, decisions should always be based on evidence rather than opinion.

Keep Communication Open

One of the biggest mistakes businesses make is either, avoiding contact altogether, or contacting employees so frequently that it feels like pressure.

A balanced, supportive approach is best. Regular welfare meetings help ensure employees feel supported while also allowing the business to discuss operational pressures and future plans transparently.

Consider Reasonable Adjustments

If the employee may be classed as disabled under employment law, employers have a duty to consider reasonable adjustments.

This could includes:

· amended duties

· phased returns

· flexible hours

· alternative roles

Not every adjustment will be reasonable for every business, particularly SMEs but employers must demonstrate they’ve properly considered options.

When Capability Dismissal May Be Appropriate

If medical evidence confirms there’s no foreseeable return to work, or the absence has become unsustainable for the business, dismissal on capability grounds may become a fair option.

However, the process matters enormously.

· A fair process usually includes:

· reviewing up-to-date medical evidence

· consulting with the employee

· considering alternatives

· warning the employee that dismissal is being considered

· allowing the right to appeal

Handled incorrectly, even well-intentioned businesses can find themselves facing unfair dismissal or disability discrimination claims.

Compassion Still Matters

It’s important to remember that behind every absence case is a person dealing with difficult circumstances.

The most successful employers are those who combine empathy with structure, supporting employees while also protecting the wellbeing of the wider team and the future of the business.

You can be compassionate and commercially realistic at the same time.

Need support managing a difficult employee situation?

BeyondHR works with businesses across Northern Ireland to help employers confidently manage sickness absence, employee relations, HR compliance, and difficult workplace conversations. If you’d like to submit an anonymous question to

Dear Deirdre and feature in a future edition of the series, email. If you’d prefer to speak directly with one of the HR experts at BeyondHR, call 028 2564 4110 for confidential advice and support.