This is a tough HR subject to talk about.
Many of you have asked me, “Aunty, what does t mean to be medically boarded out?”
Medical boarding out means the employment contract is terminated due to frustration of contract when an employee is unable to work because of illness or injury. This can happen when the condition is permanent, or when recovery is so uncertain or indefinite that the employer cannot reasonable be expected to keep the role open.
It is not dismissal for misconduct, but it still brings the employment relationship to an end.
A typical process looks like this:
- The employee goes on extended medical leave.
- Specialist reports confirm that the illness is long term, permanent or recovery is indefinite.
- The company explores alternatives such as lighter duties, reduced workload, or redeployment to another role.
- Only when no suitable option is possible, the employee is medically boarded out.
From my personal observation on Industrial Court case laws, the employment contract may be considered frustrated when an employee has been continuously absent due to illness for more than six months. This does not mean employers can terminate automatically, but it gives a reference point for when continuation of the contract becomes impossible.
In a nutshell, medical board out is legally a termination.
But it should always be the last resort.
Explore every option first, handle it with empathy, and ensure the employee has a pathway to medial or insurance claims such as SOCSO.
It is not easy for HR, the manager, or the employee.
But sometimes, that’s the fairest way forward.
xoxoxo
#Dugaan
