An employee just stopped turning up and won't answer. What do I do?

The answer Just Ask, HR gives

Concise Charlie — Direct, no fluff — the bottom line first.

Bottom line: there is no such thing as "self-dismissal". Unexplained absence ends in a dismissal you carry out properly — or a welfare issue you'd be very glad you checked. Never assume resignation.

Run this escalation, documenting each step:

• Days 1–3: escalate contact. Calls, texts, email — then their emergency contact. Frame everything as concern: "We haven't heard from you and want to make sure you're OK." Genuine welfare emergencies (hospitalisation, mental health crisis, bereavement) explain a striking share of AWOL cases.
• Around day 4–5: first formal letter (email + post): absence is unauthorised, pay stops for unworked days, contact us by a stated date, support is available if something is wrong.
• Day 7–10: second letter, harder edge: continued unexplained absence is a disciplinary matter; a hearing will be arranged; failure to respond may lead to a decision in their absence — including dismissal.
• Then hold the disciplinary properly even if they stay silent: invitation with notice, hearing in absence, decision on the evidence, dismissal letter with appeal right. Unauthorised absence with total non-contact is a fair conduct reason — when the process is real.

Two traps:

• Don't stop pay for days before the absence — only unworked days.
• If contact reveals a health or family crisis, switch tracks immediately — the disciplinary framing dissolves and sickness/emergency-leave rules take over. The letters you sent stay defensible because they offered support throughout.

Total elapsed time from first no-show to fair dismissal: typically 3–4 weeks. Faster feels tempting and costs more later.