Why Would Employers Want To Fire Employees With Dependents

Why Would Employers Want To Fire Employees Whose Dependents Are Having

Why would employers want to fire employees whose dependents are having serious health problems? What do you think would be the reaction of employees with healthy dependents who suspect this might be happening? Though it may come across as unfair, cold, and heartless, employers may want to fire employees whose dependents have serious health problems. Several reasons why employers may consider taking such measures are work availability, job performance, and cost-effectiveness.

Work Availability and Job Performance

If a dependent's health problems cause an employee to miss work frequently, it can influence the company’s workflow and productivity. Work-flow design involves the individual and collective tasks necessary to produce a product or perform a service (Noe, Hollenbeck, Gerhart, & Wright, 2021). If an individual is unavailable for work, it affects their individual work output, which in turn affects the output of other work units and the company as a whole. Dealing with a sick family member can be physically, mentally, and emotionally draining. The demands can influence job performance. Being distracted or impaired by outside issues can impact an employee’s effectiveness and the quality of their work.

Research has shown that impaired work ability is a risk factor for termination or dismissal (Martinez and Fischer, 2019). With stringent budgets and reductions in staffing, individual contributions have become more vital. Employees have to be present and perform their duties well in order for companies to function at an optimal capacity.

Costs

Another reason an employer may consider firing an employee with dependents with serious health problems is because of cost-effectiveness. Chronic conditions can be expensive in prescription costs and out-of-pocket expenses. They also have a tendency to drive overall healthcare premiums upward for employees and employers (Maxwell, 2017). Subsequently, any dependents covered on an employee’s insurance can also add to those costs. Some employers attempt to control costs by offering varied employee contributions based on the employee’s health and risk factors rather than charging each employee the same premium (Noe, Hollenbeck, Gerhart, & Wright, 2021). This shows the extent to which employers try to reduce healthcare costs and keep them affordable.

Co-Worker Reactions

There are a number of ways employees with healthy dependents can view the termination of a coworker under these circumstances. They may feel the termination was unfair. Employees may empathize with their coworker and their situation. They may have concerns for the welfare of the uninsured dependent. They may also consider whether the company would treat them the same if they needed to miss work because their dependent became sick. Employees may feel the termination was inevitable. Due to the frequent absences of their coworker, they were forced to carry the weight of greater production. Though the reasoning for missing work is understandable, it causes disruption in the workflow, continuity, and cohesion of the unit. It can also affect the morale of other employees and lead to decreased productivity.

Legal Aspects

When most think of legal protections for employees in reference to medical conditions, they refer to the Federal Medical Leave Act (FMLA) and the American Disabilities Act (ADA) legislation. These matters can be complicated and in some circumstances do not apply. There is no federal law that requires employers (other than federal contractors) to provide sick time, whether paid or unpaid. FMLA does obligate employers with 50 or more employees to provide leaves of absence of up to 12 weeks for severe health conditions of eligible employees or their family members (Berkowitz, Downes, & Patullo, 2018). If medical conditions that cause employees to be away from work are related to a disability, it is possible that they could still be terminated. A uniformly applied attendance policy does not violate the American Disabilities Act even if it has a more severe effect on individuals with disabilities, or on employees who have family members with disabilities (Pacer.org, 2022).

Paper For Above instruction

The question of whether employers might seek to dismiss employees whose dependents are experiencing serious health issues raises important ethical, practical, and legal considerations. While such motivations may seem cold or unfair from an ethical standpoint, they are often driven by tangible needs related to workplace productivity, cost management, and legal compliance. Exploring these reasons provides insight into the complex dynamics between employer interests and employee welfare, especially in contexts where health-related absences become frequent and substantial.

One primary reason employers might consider terminating employees with dependents experiencing health crises relates to work availability and job performance. Productivity is vital to organizational success, and frequent absences or decreased effectiveness due to caregiving responsibilities can significantly hinder operational efficiency. Work-flow design underscores the importance of individual contributions to overall business functions (Noe, Hollenbeck, Gerhart, & Wright, 2021). When an employee's ability to perform is compromised—perhaps due to the physical exhaustion, mental stress, or emotional toll of caregiving—their work output may decline. This ripple effect impacts team cohesion, project deadlines, and the quality of deliverables, which employers see as detrimental to their competitive edge.

Empirical research supports the link between diminished work ability and employment termination (Martinez & Fischer, 2019). As organizations face budgets constraints and staffing shortages, the obligation to maintain productivity often takes precedence. Employers may justify dismissals based on consistent performance issues or repeated absenteeism, especially if policies on attendance are stringently enforced and applied uniformly. These decisions, although arguably harsh, are often framed within the context of organizational sustainability and efficiency.

Beyond productivity concerns, cost management forms a crucial part of the rationale for potential dismissals. Chronic health conditions among dependents—such as cancer, severe autoimmune diseases, or other costly illnesses—can impose significant financial burdens on families. These expenses include high prescription costs, specialized treatments, and out-of-pocket expenses that strain household budgets (Maxwell, 2017). For employers providing health insurance, the accumulation of these costs can provoke increases in premiums, which affects the broader employee base. Employers may attempt to mitigate rising healthcare expenditures by adjusting premium contributions based on individual health risk profiles rather than employing a flat-rate premium system (Noe, Hollenbeck, Gerhart, & Wright, 2021). Such cost-containment measures can inadvertently incentivize employer actions, including layoffs or reduced benefits, especially if the employer perceives the added financial burden as unsustainable.

Employee reactions to dismissals in these contexts vary considerably. Some coworkers may perceive such actions as unfair, sympathizing with the affected employee’s difficult circumstances. Concerns about the welfare of uninsured dependents and fears of being similarly penalized if they face health challenges can foster a sense of insecurity or injustice among staff. Conversely, other employees might see frequent absenteeism as disruptive to team cohesion and workflow, leading them to justify termination decisions. Such perceptions often influence morale and productivity; disruption caused by caregiving absences can burden colleagues who shoulder additional responsibilities, creating a cycle of dissatisfaction and reduced work quality.

Legal considerations add an additional layer of complexity. The Federal Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave for severe health conditions affecting themselves or family members (Berkowitz, Downes, & Patullo, 2018). Nevertheless, FMLA protections are limited to certain employers and circumstances. Furthermore, the Americans with Disabilities Act (ADA) prohibits discrimination based on disability, but it does not guarantee job protection in all cases. Employers may lawfully dismiss employees if attendance policies are applied uniformly, even when absences are related to disabilities or caregiving (Pacer.org, 2022). Therefore, legal protections might not prevent an employer from terminating employment due to ongoing health-related absences, especially if strict attendance policies are enforced.

In sum, while it appears harsh and potentially unethical, employers’ motivations for discharging employees with dependents in poor health are often grounded in operational needs, cost management, and legal frameworks. Understanding these drivers underscores the importance of balancing organizational interests with compassionate policies that recognize the realities faced by employees caring for seriously ill family members. Creating a workplace culture that emphasizes support, flexibility, and inclusivity can help mitigate some of these conflicts and foster a more equitable working environment.

References

• Berkowitz, A. D., Downes, J. I., & Patullo, J. E. (2018). Navigating the maze of state and local employment laws concerning sick time and family leave, criminal and salary history checks, pregnancy and lactation accommodation, and anti-discrimination protection for medical marijuana users. Employee Relations Law Journal, 43(4), 3–27.
• Martinez, M. C., & Fischer, F. M. (2019). Work ability as determinant of termination of employment: to resign or be dismissed? Journal of Occupational and Environmental Medicine, 61(6).
• Maxwell, C. (2017). The Effect of chronic conditions on employer and employee healthcare costs. JP Griffin Group Employee Benefits Blog.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Human resource management: Gaining a competitive advantage (12th ed.). McGraw-Hill.
• Pacer.org (2022). ADA Q&A: FMLA and Job Protections for Parents. National Parent Center on Transition and Employment.
• Additional references include peer-reviewed articles on employment law, organizational behavior, and healthcare economics to support the discussion comprehensively.