How do I handle a no-call, no-show employee?
Document and reach out
Start by recording the date, shift and time the employee was due, and note every attempt to reach them. Call once or twice and send a text or message that asks them to confirm whether they are okay. Keep the message short and factual.
Write down anything the employee tells you afterward. A calm record helps if the situation turns into a dispute about pay or discipline.
- Note the scheduled time and the missed shift
- Record every call and message attempt
- Follow the written attendance policy
- Speak with the employee before final decisions
Apply the policy fairly
Use the same rules for all staff. If your policy calls for a written warning after a certain number of no-call, no-shows, follow it without special exceptions. Inconsistent discipline causes resentment and can create legal exposure.
Some absences are protected, such as those tied to medical leave, disability accommodation or certain family leave. Ask questions before you treat an absence as a policy violation. A quick follow-up meeting also gives the employee a chance to explain the situation and agree on how to avoid it next time.
Common mistakes
- Firing someone on the spot without a conversation or documentation.
- Applying the policy differently for friends and newer hires.
- Ignoring a protected reason for the absence because it was not reported in the usual way.
