Dismissals in the Civil Service - Good practice principles applied by the
Civil Service Appeal Board
Payment of compensation under the Civil Service Compensation Scheme in
cases of dismissal for inefficiency of attendance
The attention of all Departments and Agencies is drawn to the Cabinet
Office’s guidance in this regard, Personnel information Note (PIN) 40.
In cases of long term sickness, where staff have been absent for a long
period and whose absence can no longer be covered or tolerated ( but whose
condition is not considered appropriate for medical retirement), full
compensation would normally be payable where evidence exists or can be
obtained to show that the inability to attend is beyond the control of the
individual.
In cases where individuals have frequent sick absences for short periods
due either to a specific illness or to an apparently poor level of general
health, they might qualify for the payment of compensation where management
is satisfied as to the nature and severity of the illness (es) concerned
and that the members of staff have done everything within their power, or
made some effort to alleviate the problem.
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Payment of compensation under the Civil Service Compensation Scheme in
cases of dismissal for inefficiency of performance
Appropriate guidance for the payment of compensation for dismissals in this
category is to be found in the Cabinet Office’s note - Personnel
Information Note (PIN
40).
Individuals dismissed for having failed to satisfy the probation
requirements on grounds of unsatisfactory attendance or performance are
ineligible for consideration of compensation under the Civil Service
Compensation Scheme.
It is recommended that Departments and Agencies familiarise themselves with
the content of some of the ACAS
publications, in particular the ACAS Code of
Practice. This can be found at: www.acas.org.uk
