This Practice Note outlines how Irish employers should handle long-term or chronic sickness from first absence through return to work or, where necessary, a fair capability process. It summarises statutory sick leave requirements, record-keeping and interaction with employer schemes under the Sick Leave Act 2022 (Ireland) (SLA 2022 (IRL)), reasonable accommodation (appropriate measures and disproportionate burden) under the Employment Equality Act 1998 (Ireland), as amended (EEA 1998 (IRL)) and dismissal/procedural risks under the Unfair Dismissal Act 1977 (Ireland), as amended (UDA 1977 (IRL)) and the Workplace Relations Act 2015 (Ireland) (WRA 2015 (IRL)). It also highlights good practice on communication, medical referrals, adjustments and documenting each step to reduce litigation risk. The importance of procedures Effective absence management involves supporting employees with health problems while ensuring business objectives are not compromised by repeated absences. Clear and comprehensive procedures, good communication and early intervention by managers cannot be overstated. Employers should ensure they provide employees with an absence policy and a sick leave policy which they must adhere