I would suggest a to take a safer route to protect yourself and Ur company. 1. In writing/email, request for an explanation why, on which dates were they not at work. 2. Follow up with this by stating, there was no application for leave, therefore we will consider this an unpaid leave, salary will be deducted/penalty . Explain that the burden of duties was passed to other colleagues. It's very unprofessional and irresponsible. 3. This is the groundwork for future dismissal/warning letter. ( Depending on staff performance, and your intent for their future in your company) 4. Schedule a sit down meeting face to face in which you should have another upper management staff with you (preferably HR). Bring up this topic, and clear it so it doesnt repeat. Follow this up with an short "minutes" email of this meeting for documentation purposes. This is the most effective safest way I know to rectify these "absence from work issues", it also gives the staff a chance to improve and if not it give us the proper documentation to proceed with warning letters. If there is no improvement, you can put the employee on PIP.