If he has been continuously employed since 2011 then it’s probably not a temporary contract legally anymore. And I wouldn’t be treating it as such.

Manage his absence like other staff. Review it. Set targets for improving. Use Occ Health if necesssry. Let him know the expected standards and when he’s not meeting them.

What sort of level of absence has he? How does it compare to your “permanent” staff?

Clearly as you have renewed his contract several times since 2015 the employer couldn’t have been that concerned by the absences. ( but I guess his face doesn’t fit anymore).

Most of all don’t take any short cuts because you think he’s temporary.

Welcome to the communities.

In reply to Keith:

I didn't think I could but wanted a second opinion.
This person as several hr meetings but no outcomes. I've asked for medical consent form to get report. Can't believe they have let it go on this long.
Thank you for response