Edited sentence: - If the employee then needs further time-off due to the same illness, but doesn't take it, under threat or even implied threat of further action and becomes ill, disabled or worse in this case died, the company can then be held liable and be sued both civilly and through a tribunal with no upper limited.Case law can be study both under UK & EU Employment Legistalion.Every employer has a duty of care first and formost for all of its employees.Let me explain.One final point to note is: an employee cannot sign away his/hers statuatory rights under terms and conditions of employment.Some companies would then instigate the Bradford Point System, taking that employee down the diciplinary route.That was never its original purpose or intention.The above example is calculated as follows: for the first period of absence 1x1x1=1; for the second period of absence 2x2x16=64 triggering Bradford Points in some companies.The company that actually applies this in this instance would be in breach of current EU Employment Legistlation.The following is just one example of a recent case: an employee of a company, who has establish over time a faultless attendance record suddenly has a day off due to a child being rushed into hosiptal takes one day off.Then within the same year has a period of serious illness himself and goes into hospital for three weeks.This has lead to successful claims for unfair and constructive dismissal.This is where that company can find itself in breach of current legislation.Unfortunately, some companies are misusing the Bradford Point System