Thai woman fired after leave to care for ill child
A woman who took leave to care for her seriously ill child was given an ultimatum by her uncaring boss to return to work or be dismissed after three days, sparking divided opinions online.
The incident unfolded on the Facebook page เจ๊ม้อย v+ where a chat conversation between an employee and her boss was shared. The conversation revealed that after taking three days off to care for her child, who was hospitalised with a high fever and seizures, the employee was told to return to work or face termination.
The chat began at 6.55pm on August 22, when the employee informed her boss that her child had a fever of 41 degrees Celsius and was having seizures. She urgently took her child to the hospital, where the doctor admitted the child, necessitating her stay to care for them. She requested leave starting that day.
By 8.40am on August 23, the boss acknowledged the situation and asked for daily updates, which the employee agreed to provide.
On August 24, the boss inquired about the duration of her leave. The employee responded that the doctor had not yet indicated when her child could be discharged from the hospital.
The following day, the boss asked if she would return to work the next day, noting that she had already been absent for three days. The boss then issued an ultimatum: return to work the next day or face dismissal.
The employee replied that her child was still in the hospital and, if necessary, she would accept termination. The boss responded curtly.
“You have been off for several days. I think you should no longer continue working here as it affects the job. You can end your employment immediately.” The employee’s brief reply was, “Understood.”
Once the post was shared, it garnered a wide range of reactions. Some sympathised with the employee, arguing that her situation was genuinely urgent. They felt it was harsh for her to lose her job while caring for a severely ill child. Many questioned why the workplace couldn’t accommodate her absence, suggesting a lack of empathy and flexibility, reported Sanook.
Others viewed the situation from the boss’s perspective, understanding the potential impact on the business or team due to the employee’s indefinite leave. They pointed out that the employee did not provide a clear timeline for her return, which could disrupt operations.
