It is a well-known rule that if an employee is absent from work for more than five consecutive days without permission, the employee is considered to have resigned voluntarily and the employment relationship can be terminated. In many work regulations and collective agreements, ``violations that can terminate the employment relationship'' include 5 consecutive days of unauthorized absence. However, this termination of the employment relationship is conditional on the fact that a summons letter from the company has been sent. So what is this summons?

[Timing for sending summons]

A summons letter from a company is a letter asking you to come to work to confirm the reason for your absence. this summons 2 If you do not send the same, it cannot be considered as a voluntary resignation. When should I send it twice? The first and second call letters must be open for at least two working days. Therefore, if you want to terminate the employment relationship immediately after the fifth day of unexcused absence, the shortest way would be to send the first summons on the second day of the unexcused absence, send a second summons on the fifth day, and terminate the employment relationship the next day after confirming that the employee has been absent for five consecutive days. The longer the first call letter is delayed, the longer the employment relationship will end, so we recommend that you manage your attendance in detail.

[Contents of summons]

When you call someone, you are instructing them to do something, but basically they are telling you to come to work on 〇〇〇, and at that time, they are also instructing you to bring evidence that can explain the circumstances of your past absences. For example, if you were sick, you would have to bring a doctor's certificate. If you come to work on the designated day but there is no evidence that you are absent for a reason acceptable to the company, your absence status on that day will be changed to unauthorized absence. If you do not come to work on the designated day, you will continue to be absent without leave.
There are some things you need to be careful about when shipping. It is important to have proof of sending and receiving. If it is delivered by a human resources person or a driver, the recipient does not have to be the person himself/herself, so be sure to get a signature to acknowledge the receipt. Registered mail is the best option for regular mail, but it takes a relatively long time to respond, so I think it's definitely better to use a courier service. The courier can also take proof of receipt.
already 1 As for where to send it, it would be most correct to send it to the employee's address registered with the company. There may be cases where the employee has already moved from the registered address based on information provided by the employee, but it is the employee's fault for not changing the company's registration, so there is no need to take this into consideration. If you know where the person is, it is better for the person to receive it, so you can deliver it to them. The company will respond appropriately so that it can objectively prove that it is fulfilling its obligations, and if the employee does not respond to the call or the reason for the absence is not recognized, the company will issue a notice of dismissal.

Related laws and regulations: Articles 36 and 51 of Cabinet Order No. 35 of 2001