Investigate the absence periods, reasons (certificates) and return to work interview notes.
Send a letter to the employee explaining the requirement for a meeting enclosing relevant information about the employee`s absences (including any medical information already obtained).
Confirm if the meeting is informal or part of a formal procedure, which may lead to a capability or disciplinary sanction.
If the meeting is for informal counselling only, the employee does not have the right to be accompanied, but do not refuse a reasonable request. If part of a formal process you should advise the employee of their right to be accompanied by a colleague or a trade union representative.