A Medical Board-Out (MBO) is termination of employment on medical grounds – when a medical panel concludes that an employee is permanently unfit to perform their role.
It is a serious, consequential process. Which is why both sides need to handle MBO correctly.
Typically, what leads to an MBO is:
• A prolonged illness or injury with no foreseeable recovery to full working capacity
• Exhaustion of sick leave entitlements with no confirmed return-to-work date
• Situations where accommodation or redeployment has been explored but isn’t feasible
If you’re an employee, some advice:
• Get your own independent medical report
• Request the board’s findings in writing before signing anything
• Consult an employment lawyer or your union
If you’re an employer, some advice:
• Due process in non-negotiable. A medical board must be properly constituted and documented to mitigate legal exposure
• Exhaust alternatives first, such as role modification, lighter duties, or redeployment
• Communicate with dignity. Remember, the employee is trying to survive a health crisis, and here we are disrupting their career at the same time. How we show up as employers defines our organisation’s culture
Medical Board-Outs sit at the intersection of employment law, medical ethics, and human dignity.
Employees, know your rights.
Employers, do it right.
Karma is real.
xoxoxo, AuntyHR
