What should an employer do if an employee is found unfit to work and transfer is not practicable?

When an employee is found unfit to work and transferring them to another position is not a viable solution, it is important to consider the rights and needs of the employee in relation to workplace regulations and benefits. Granting the employee the same benefits as those unable to work is appropriate as it acknowledges their situation and ensures they have financial support during a challenging time. This approach is often in accordance with labor laws and policies that provide protections for employees who are temporarily unable to work due to medical or health-related issues.

This option also emphasizes the employer's responsibility to support employees during periods of incapacity rather than pushing them out of the workforce without consideration of their contributions and potential return. Providing benefits ensures that employees feel valued and supported, fostering a culture of care and inclusivity within the workplace.

In contrast, the other choices may not legally or ethically fulfill the employer's obligations. Immediate termination may be seen as punitive without exploring all possible accommodations for the employee's situation. Light duty assignments could be appropriate in some situations, but if the employee is unfit for any work, this option may not be feasible. Reassignment to a different role is also not practical if a transfer cannot be done. Therefore, providing continued benefits aligns with best practices in human resources