Recent News

Ask a Question
Home > Unfair Dismissal > Abandonment of employment: Is jail an acceptable excuse?

Abandonment of employment: Is jail an acceptable excuse?

Sent home by the employer who then claims the employee abandonment his employment. This is not uncommon where the employer sets the employee up when you don’t come back, in the mean time your sitting at home with no income waiting for the call.

Abandonment of employment: Is jail an acceptable excuse?

Abandonment of employment arises when an employee doesn’t turn up to work for an unreasonable length of time. Also, when they haven’t informed their employer that they will be away, nor provided a reasonable excuse. But what if your excuse is that you have been imprisoned for a crime? Abandonment of employment: Is jail an acceptable excuse?, this scenario is not uncommon, around issues of injury, illness, victim of domestic violence, accidents overseas. Its well worth reading to know your rights

That’s what happened to an Auckland KFC worker who was dismissed for abandonment of employment after landing himself in the grey bar hotel. Let’s look at the series of dramatic events that led to his imprisonment. See how the Employment Relations Authority (New Zealand’s equivalent of the Fair Work Commission) came to a decision on whether he had in fact abandoned his employment.

An abortion and a nasty injury: The unfortunate events leading to abandonment of employment

On 25 October 2015, Indian national Rohit Arora commenced work with Restaurant Brands Limited (RBL). The franchisee of a KFC in the Papakura district of Auckland. Mr Arora, a computer engineering student who had immigrated to New Zealand a year earlier. HE had secured the role through a friend who was the manager at the KFC.

Not long after Mr Arora commenced employment at the KFC, he experienced a series of unfortunate incidents that would ultimately see him locked up. It all started when he entered into a relationship with a woman who soon became pregnant. The woman, however, wanted to terminate the pregnancy, and an abortion was performed on 17 December 2015.

Later that same day, Mr Arora was called into work by the manager. At the end of his shift, he was tasked with cleaning the hood filters above the pressure cookers. While standing on a step ladder on the edge of the cooker, Mr Arora slipped and his left leg was immersed in hot cooking oil. He was taken to a local hospital and upon admittance, hospital staff were told that Mr Arora’s injuries had occurred at home.

No one told the employer about the injury

The hospital records show that his injuries were allegedly sustained by splashing hot oil onto his leg while frying. No one present at the KFC told RBL of the injury. Mr Arora subsequently attained accident compensation for a “non-work” injury. Mr Arora stayed at the hospital until the following day. He returned on 29 December for skin grafting and was released on 6 January.

Employers cannot keep you at work against your will. Your entitled to go home depending on the circumstances and not then be accused of abandonment of employment. We don’t have slavery in this country. Many employees are now working from home, now won’t go back to work, or into the office. Is this a justified dismissal by way of abandonment of employment?, it is a case by case basis.

The worker is arrested for a crime involving his partner

Mr Arora returned to work at the KFC on 19 March 2016. Four days later, he requested a transfer to a KFC in the Mangere district of Auckland, where his friend and former manager was now employed. This was when time performance issues began to arise for Mr Arora. In May 2016, he received “coaching” discussions for not complying with closing procedures properly. Also, for giving late notice that he wouldn’t be attending a shift and for leaving work early without closing up. His transfer to KFC Mangere was subsequently refused.

Then, on 10 September 2016, Mr Arora was arrested for a criminal matter involving his now former partner and taken into custody the next day. On that same day, his former partner went to KFC Papakura and informed the store that Mr Arora was in custody and that he would appear in court the next day.

Protect your income and your job. It can be hard to do juggling personal circumstances and your job. The employer is entitled to some respect. The employee must maintain the “trust and confidence” of the employer.

The worker attempts to contact his employer

What Mr Arora did next was critical to this abandonment of employment case. After he was denied bail on 12 September, Mr Arora asked his barrister to inform KFC Papakura that he wouldn’t be coming into work because he was in jail. However, her calls to the store went unanswered, so she left a telephone message with her contact details. The barrister never received a call back, and Mr Arora made no further attempts to contact the KFC or RBL.

The actions of RBL during this time were also critical to this abandonment of employment case. Between 11 and 26 September, the KFC Papakura manager made five unsuccessful attempts to reach Mr Arora on his mobile. By 26 September, Mr Arora had missed three rostered shifts. RBL subsequently sent a letter to his last known postal and email addresses. In it, the company notified Mr Arora of a meeting that would investigate his work absences and how his conviction may impact his future employment. The meeting was set for 29 September.

Mr Arora’s partner then sent an email to RBL informing them that Mr Arora was in jail and would be released on 5 October. RBL decided to postpone the meeting until 14 October and sent Mr Arora a letter informing him as such.

Dismissed after being off for a week. Rung the first day off, then didn’t keep her employer informed, have a seriously ill child. Employer assumed she had abandoned her employment. The employer rung once, then assumed she wasn’t coming back. The employee intends to lodge a unfair dismissal claim.

The employee is sacked for abandonment of employment

When Mr Arora failed to turn up to the meeting, RBL dismissed him from his employment on 24 October, citing abandonment of employment. According to Mr Arora, it wasn’t until his release from prison on 28 January 2017 that he became aware of the dismissal.

On 7 February, Mr Arora instructed his lawyer to send a letter to the Employment Relations Authority (ERA) citing his personal grievances of unjustified disadvantage and dismissal. But according to ERA documents, the letter contained minimal information about his dismissal grievance, with no explanation for why or how the dismissal was unjustified.

It wasn’t until 31 August that Mr Arora filed a statement of problem with the ERA, in which he provided specific details about his unjustified dismissal for the first time. In October, Mr Arora’s criminal charges were dropped.

Priorities written on a note book. Keep your employer informed of where your are or where your at.

The worker takes action against his abandonment of employment dismissal

Almost a year after submitting his statement of problem, on 20 August 2018, was Mr Arora’s abandonment of employment case was finally heard by the ERA. This was due to a series amendments. Applications and substantial amounts of evidence being filed by Mr Arora outside of timetabling directions. In his statement of problem, Mr Arora alleged that he was dismissed for abandonment of employment. “without me being given any chance to explain” and that RBL should have known he was in prison.

RBL, however, argued to the ERA that in addition to a letter of termination sent to Mr Arora’s last known contact address, he had constructive knowledge of his dismissal. This is because Mr Arora’s employment agreement provided for abandonment. RBL therefore argued that he knew he would have to contact them about his failure to show up at work. The company highlighted that Mr Arora didn’t make any further attempts to contact them even after his lawyer failed to contact them.

RBL also raised the issue of Mr Arora’s late submissions to the ERA. The company claimed that his last day to raise a personal grievance was 22 January 2017. Almost a fortnight before he had done so. Mr Arora, however, disputed this date on the basis that he didn’t know his employment had been terminated until he was released from prison on 28 January. Therefore, he argued that he should have benefited from the 90-day limitation period.

Abandonment-of-employment:-Is-jail- an-acceptable-excuse?
Running late for work. Employer assumes the employee is not coming in. This is not abandonment of employment.

Was it abandonment of employment? The ERA makes its ruling.

After weighing up the evidence from both parties, the ERA ruled that Mr Arora did in fact know prior to January 2017 that his employment could be terminated. The authority acknowledged his lawyer’s attempt to contact RBL in September 2016 to explain his whereabouts. However, the ERA affirmed that by October 2016, Mr Arora had made no further attempts to contact RBL.

The ERA dismissed Mr Arora’s claim that the responsibility fell on RBL to find him in the prison system. The authority ruled that Mr Arora should have attempted to contact them and explain his whereabouts and situation. Due to the lack of contact, it was reasonable to believe that Mr Arora had abandoned his employment.

The ERA also found that Mr Arora’s initial employment agreement provided for abandonment of employment. Therefore, it was his responsibility to let his employer know of his situation. The authority found that it was reasonable for Mr Arora to assume that his employment was terminated. As a result, it was ruled that his submission of personal grievance on 7 February 2017 was indeed late.

Abandonment of employment in Australia

When it comes to abandonment employment, the laws in Australia are remarkably similar to those in New Zealand. In Australia, when an employee fails to attend work for an unreasonable amount of time without explanation, an employer must make several attempts to contact the employee via email or phone. If those attempts fail, the employer must send a letter via post or email to the employee’s last known address.

If they still don’t get a response, the employer must send one last letter to the employee that explains all the previous contact attempts. It must also state that if the employee fails to reply by a certain date, the employer will determine that their employment has been abandoned.

Been in hospital, after a car accident, kept the employer informed. The employer is not overly happy but knows they cannot dismiss her on this basis.

Conclusion to: Abandonment of employment: Is jail an acceptable excuse?

It’s important to know that your employer has an obligation to take the aforementioned steps before they can dismiss you for abandonment of employment. On the other hand employees cannot simply stay away. Be it for good reason, not keep in touch with your employer, then turn up back at work when its convenient for them. Both the employee and employer have obligations in the employment relationship.

We are A Whole New Approach, we are not lawyers but the the nations leading workplace advisors and commentators. Any matters involving the Fair work Commission, casual workers rights, employment rights, being sacked, wanting to sue your employer give us a call.

Give us a call today on 1800 333 666 for a free initial consultation to see if you’re eligible for an unfair dismissal application.

Articles similar to Abandonment of employment: Is jail an acceptable excuse?

Dismissal email says “you’re an unbalanced parasite with a god complex”

Abandonment of employment how to avoid it

What is abandonment of employment?

Fair work Australia

More to explore

Employee Rights

Trans rights in the workplace

Trans issues in the workplace: 4 controversial cases Trans rights in the workplace has become an increasingly discussed topic in recent times. In 2022, the

Employee Rights

Flexible work arrangements What’s Next?

Flexible work arrangements bend to new work standards or snap under pressure? Since the rise and fall of Covid-19 almost every industry has arranged some

Unfair Dismissal

Worker dismissed for headbutting door

Unfair to expect angelic from mere humans: Fair Work A custody officer fired for headbutting a door in frustration has won his unfair dismissal case.

Employee Rights

Sexual Assault and harassment at Work

What is the difference? To differentiate sexual harassment and sexual assault can be challenging. Due to the scope of both crimes an individual may be

workplace-turned-into-a -crime-scene
Employee Rights

Violence in the workplace:

Workplace violence: 6 examples from around the world Violence in the workplace may be more common than you think. Research by SafeWork Australia reveals that

Unfair Dismissal

Working around workplace relationships

Smirking, rolling of eyes, or even smiling can lead to trouble Working around workplace relationships can be difficult. Every boss, manager, and employer will interact

    Get In Touch


    Unfair Dismissals Australia is an industry leader. We strictly represent employees regarding issues to do with fair work. We are available 7 days a week.