--- title: "No Call No Show Employees: What to Do When They Reappear" description: Learn how to handle no-call/no-show employees who suddenly reappear. 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) # No Call No Show Employees: What to Do When They Reappear By [Katie Herrera, SPHR](https://blog.axcethr.com/author/katie-herrera) on [May 02, 2025](https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee) 3 min read [4 Comments](https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee](whatsapp://send?text=https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee) - [mailto:?subject=No%20Call%20No%20Show%20Employees:%20What%20to%20Do%20When%20They%20Reappear&body=https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee](mailto:?subject=No%20Call%20No%20Show%20Employees:%20What%20to%20Do%20When%20They%20Reappear&body=https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee) ![HR expert offering compliance tips for handling no-show employees who return to work](https://blog.axcethr.com/hs-fs/hubfs/no-call-no-show-employees%20(1).webp?width=1200&height=800&name=no-call-no-show-employees%20(1).webp) Emergencies happen. Car accidents, family deaths, or hospital visits can keep employees from calling in until the dust settles—and most of the time, they do their best to let you know, even if it’s a day late or through a family member. But then there's the true outlier: the employee who disappears without a word—no call, no show, no response to emails or voicemails—only to reappear several days later asking to be reinstated. How should employers handle these situations? The answer lies in fair policies, consistent documentation, and compliance with federal employment laws. RELATED: [Four Risks Small Businesses Face When Firing Employees >>](https://blog.axcethr.com/four-risks-small-businesses-face-when-firing-employees) ## Step One: Examine the Details Before Taking Action No-call/no-show cases should be considered individually. Look at the full context before making a decision: ### Was the absence justified? If the employee had a legitimate emergency and a credible reason for not contacting you, reinstatement may be appropriate—especially if the employee has a strong work history. ### What does the track record show? A pattern of policy violations may justify letting the termination stand. Documentation of previous issues can be your best defense. ### Are you consistent? Be mindful of how similar cases have been handled in the past. If you routinely reinstate some employees but not others, your organization could be exposed to claims under [Title VII of the Civil Rights Act.](https://www.eeoc.gov/laws/statutes/titlevii.cfm) [![How to handle employee fake sick days ](https://no-cache.hubspot.com/cta/default/2652187/62681d22-4e0a-42ed-bc3a-505d3b478957.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/62681d22-4e0a-42ed-bc3a-505d3b478957) ## Legal Risks That Can Complicate No-Call/No-Show Terminations On certain occasions, the returning employee will come back ready to fight for their job. They might assert that terminating them was unlawful, promising a lawsuit in retaliation. While in most of these situations the law will be on your side, you should be aware of certain cases that are more difficult. ### ADA and FMLA Protections One such situation is if the employee has a condition protected by the [Family and Medical Leave Act (FMLA)](https://www.dol.gov/whd/fmla/fmla-faqs.htm) or the [Americans with Disabilities Act (ADA)](https://www.ada.gov/2010_regs.htm). While employees still need to follow employer policies of calling in when possible, employees with these protections might have more grounds for a legal battle than others. ### Strict Policies May Be Scrutinized Courts are also more likely to side with an employee if your organization’s policies are unusually strict. Many businesses allow for two or three days of no response before termination, so the courts will scrutinize your organization more rigorously if it has policies that demand termination after a single day of no-call, no-show, for example. [RELATED: Six Keys to Effective Employee Discipline >>](https://blog.axcethr.com/6-keys-to-effective-employee-discipline) ## How to Protect Your Business in No-Call/No-Show Cases Prevention starts long before an employee disappears. These proactive steps can help reduce legal exposure and improve clarity: ### Create and Communicate Clear Attendance Policies - Specify how and when employees should notify you of an absence - Outline acceptable methods of communication (calls, emails, etc.) - Clarify expectations for emergencies and timing of follow-up   ### Use Examples of Noncompliance Wise additions to any policy are examples of noncompliance. If you find that many employees don’t call in soon enough when they are ill, for instance, you could include an example involving a hypothetical employee calling in and saying they are ill when they are already half an hour late. Employees will go out of their way to avoid mimicking specific examples of what not to do. RELATED: [Terminating an Employee Without Warning, When to Skip Progressive Discipline >>](https://blog.axcethr.com/when-a-warning-isnt-enough-why-employers-skip-progressive-discipline) ## Employer Checklist for Handling No-Call/No-Show Incidents [Attorney Soña Ramirez of Clark Hill](https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/no-call-no-show-reappear.aspx?_ga=2.225388313.2002828993.1568994074-276815291.1565796746) recommends the following steps to help employers stay protected: ### ✅ Try to Contact the Employee Have the direct supervisor call the employee directly. ### ✅ Notify HR Immediately If the employee can’t be reached, loop in your HR team right away. ### ✅ Review Leave History Check for any FMLA or ADA leave requests within the past year. ### ✅ Speak with the Supervisor Ask if the employee has disclosed any disability or medical conditions that could require accommodation. ### ✅ Document Your Outreach Follow up with both a text and email to demonstrate good-faith effort to make contact. This documentation could be vital in court. [![Axcet HR Solutions Employee Relations Solutions helping small businesses in kansas city and across the country](https://no-cache.hubspot.com/cta/default/2652187/interactive-189259369129.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJPVLg5gRrSRmDk9lNs3VL3H0mZjkoac5cSO74MycHCCu8Vj%2B%2BI%2BZgSWs46g5%2FVSKvz5Ac6v00H%2FbKn5blHEaYO2VvOSsoRsL2toop9L0CxYmUXeaolMCo6E50d6jtVZKdZE1Cve3exmoji38Qn70axtgwhPpw5C5xt2mWCCSCnA%2FJhWateUgEy9tMm4taPY%2F69xKrZAz%2B9DHtOoXARQhHAqGJawqMWryLGCDYuW7KzLHPGQgnnkI%2FgNwE53XQiE17boyk3%2FUbgOa7O8gduYCqsWIdQi09gdE6imwp5e%2F1CUg%3D%3D&webInteractiveContentId=189259369129&portalId=2652187) ## When Policies Are Clear, Decisions Are Easier No-call/no-show situations are tricky—and without the right policies in place, they can quickly escalate into legal headaches. Axcet HR Solutions helps small and mid-sized businesses establish compliant, consistent attendance policies and guides employers through difficult decisions when employees unexpectedly disappear. From FMLA and ADA considerations to documenting due diligence, our certified [HR ](https://www.axcethr.com/services/human-resources/)[services ](https://www.axcethr.com/services/human-resources/)experts are here to help you manage [employee relations](https://www.axcethr.com/services/human-resources/employee-relations-consultant/) and risk with confidence. **Need help navigating an employee no-show?** [Talk to Axcet today »](https://www.axcethr.com/schedule-consultation/) [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da) [![Katie Herrera, SPHR](https://blog.axcethr.com/hs-fs/hubfs/_DSC5632-Edit.jpg?width=80&height=80&name=_DSC5632-Edit.jpg)](https://blog.axcethr.com/author/katie-herrera) Written by #### [Katie Herrera, SPHR](https://blog.axcethr.com/author/katie-herrera) Katie Herrera, SPHR is a Human Resources Consultant at Axcet HR Solutions, where she partners with small to mid-sized businesses to simplify HR, strengthen compliance, and support positive employee experiences. With a strong foundation in both strategic and day-to-day HR operations, Katie brings a practical, solutions-oriented approach to helping organizations navigate the complexities of managing their workforce. Katie earned her bachelor's degree in Business Administration with a focus in Human Resources from Grand View University and holds the Senior Professional in Human Resources (SPHR) certification through HRCI—demonstrating her advanced knowledge and commitment to the HR profession. Before joining Axcet, Katie served as an HR Partner at Netsmart and a Human Resources Generalist at Charlotte's Web, where she gained experience supporting diverse teams, advising leadership, and addressing a wide range of employee relations and compliance challenges. Her background enables her to understand the real-world pressures business owners and HR leaders face—and provide guidance that is both strategic and actionable. Katie is especially passionate about building strong relationships, solving problems collaboratively, and helping businesses create workplaces where employees can thrive. Through her writing, she shares practical insights, best practices, and timely updates to help employers stay informed and confident in their HR decisions. Read more [View all posts →](https://blog.axcethr.com/author/katie-herrera) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Bad Exit, Bad Review: What to Do When Former Employees Go Public ![How to Handle Bad Reviews by Ex-Employees](https://blog.axcethr.com/hubfs/bad%20reviews%20blog%20image.png)](https://blog.axcethr.com/slammed-online-how-to-handle-bad-reviews-by-ex-employees) #### [![Retaliation Claims: Why There’s Never a Right Time to “Get Even”](https://blog.axcethr.com/hubfs/feb%2010%20blog%20image.webp) Avoiding Retaliation Claims as They Rise Across U.S. Workplaces](https://blog.axcethr.com/retaliation-claims-why-theres-never-a-right-time-to-get-even) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Katie Herrera, SPHR", "url" : "https://blog.axcethr.com/author/katie-herrera" }, "dateModified" : "2026-04-07T16:17:25.992Z", "datePublished" : "2025-05-02T14:00:00.000Z", "headline" : "No Call No Show Employees: What to Do When They Reappear", "image" : [ "https://blog.axcethr.com/hubfs/no-call-no-show-employees-_1200-x-628-px_%20(1)-1.webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-handle-the-reappearance-of-a-no-call/no-show-employee", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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Car accidents, family deaths, or false", "articleBody" : "Emergencies happen. Car accidents, family deaths, or hospital visits can keep employees from calling in until the dust settles—and most of the time, they do their best to let you know, even if it’s a day late or through a family member. But then there's the true outlier: the employee who disappears without a word—no call, no show, no response to emails or voicemails—only to reappear several days later asking to be reinstated. How should employers handle these situations? The answer lies in fair policies, consistent documentation, and compliance with federal employment laws. RELATED: Four Risks Small Businesses Face When Firing Employees >> Step One: Examine the Details Before Taking Action No-call/no-show cases should be considered individually. Look at the full context before making a decision: Was the absence justified? If the employee had a legitimate emergency and a credible reason for not contacting you, reinstatement may be appropriate—especially if the employee has a strong work history. What does the track record show? A pattern of policy violations may justify letting the termination stand. Documentation of previous issues can be your best defense. Are you consistent? Be mindful of how similar cases have been handled in the past. If you routinely reinstate some employees but not others, your organization could be exposed to claims under Title VII of the Civil Rights Act. Legal Risks That Can Complicate No-Call/No-Show Terminations On certain occasions, the returning employee will come back ready to fight for their job. They might assert that terminating them was unlawful, promising a lawsuit in retaliation. While in most of these situations the law will be on your side, you should be aware of certain cases that are more difficult. ADA and FMLA Protections One such situation is if the employee has a condition protected by the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA). While employees still need to follow employer policies of calling in when possible, employees with these protections might have more grounds for a legal battle than others. Strict Policies May Be Scrutinized Courts are also more likely to side with an employee if your organization’s policies are unusually strict. Many businesses allow for two or three days of no response before termination, so the courts will scrutinize your organization more rigorously if it has policies that demand termination after a single day of no-call, no-show, for example. RELATED: Six Keys to Effective Employee Discipline >> How to Protect Your Business in No-Call/No-Show Cases Prevention starts long before an employee disappears. These proactive steps can help reduce legal exposure and improve clarity: Create and Communicate Clear Attendance Policies Specify how and when employees should notify you of an absence Outline acceptable methods of communication (calls, emails, etc.) Clarify expectations for emergencies and timing of follow-up Use Examples of Noncompliance Wise additions to any policy are examples of noncompliance. If you find that many employees don’t call in soon enough when they are ill, for instance, you could include an example involving a hypothetical employee calling in and saying they are ill when they are already half an hour late. Employees will go out of their way to avoid mimicking specific examples of what not to do. RELATED: Terminating an Employee Without Warning, When to Skip Progressive Discipline >> Employer Checklist for Handling No-Call/No-Show Incidents Attorney Soña Ramirez of Clark Hill recommends the following steps to help employers stay protected: ✅ Try to Contact the Employee Have the direct supervisor call the employee directly. ✅ Notify HR Immediately If the employee can’t be reached, loop in your HR team right away. ✅ Review Leave History Check for any FMLA or ADA leave requests within the past year. ✅ Speak with the Supervisor Ask if the employee has disclosed any disability or medical conditions that could require accommodation. ✅ Document Your Outreach Follow up with both a text and email to demonstrate good-faith effort to make contact. This documentation could be vital in court. When Policies Are Clear, Decisions Are Easier No-call/no-show situations are tricky—and without the right policies in place, they can quickly escalate into legal headaches. Axcet HR Solutions helps small and mid-sized businesses establish compliant, consistent attendance policies and guides employers through difficult decisions when employees unexpectedly disappear. From FMLA and ADA considerations to documenting due diligence, our certified HR services experts are here to help you manage employee relations and risk with confidence. Need help navigating an employee no-show? Talk to Axcet today »", "author" : { "@id" : "https://blog.axcethr.com/author/katie-herrera#author", "@type" : "Person", "name" : "Katie Herrera, SPHR", "url" : "https://blog.axcethr.com/author/katie-herrera" }, "dateCreated" : "2025-05-02", "dateModified" : "2026-04-07", "datePublished" : "2025-05-02", "description" : "Emergencies happen. Car accidents, family deaths, or hospital visits can keep employees from calling in until the dust settles—and most of the time, they do their best to let you know, even if it’s a day late or through a family member. 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