Question, I'm about to engage a solicitor but I wanted some feedback. I run a small business, there are 5 of us, including myself. I employed a young adult as an apprentice. He has been a full-time member of staff for little under a year. Towards the end of his apprenticeship, the employee in question suffered a psychotic episode and was sectioned under the mental health act. The episode was brought on by excessive consumption of marijuana. Taking the view, he's just a kid and he's screwed up/everyone deserves a second chance, I kept his job open for him and had to fight the apprentice company not to kick him off the course. He was prescribed antipsychotic medication, returned to work 3 months later and I gave him a stern warning at the time that he couldn't afford to drink or smoke again or he risked a relapse. Sure enough, less than a year later he's fallen back into old habits and I noticed a deterioration the last month of his ability to perform his job. His attention to detail deteriorated to the point where the mistakes he was making cost the company a significant amount of money and his ability to complete tasks within an acceptable timeframe/competently diminished. His punctuality slipped, he did not keep a log of tasks as requested and work returned was gibberish/riddled with mistakes. He excused himself from the office about two weeks ago without telling me why, walked out and refused to answer phone calls. As an employer, I have an expectation that an employee will turn up to work on time, sober and able to perform your duties as directed. I issued him with a written warning stating "I understand you are still prescribed antipsychotic medication. Following exchanges with yourself and observing your behavior I am of the belief consumption of intoxicants mixed with your medication are having an adverse effect on your ability to perform your job and I am also concerned for your general well being. In view of the above and the amount of time you have already taken off this year, this email serves as a final written warning." The employee is still signed off, however, has sent me an email with a number legal and personal threats - he's clearly not in a positive state of mind. This isn't what I signed up for when I started the company. I was going to give him a chance to recompose himself, but the email containing a combination of both legal and veiled threats, unreasonable demands and an outright admission that he intends to hold me to ransom is the final straw. As I understand it, I can end someone's employment without reason if they have worked for less than two years or I could simply make him redundant. I have engaged a solicitor for advice but would be interested to hear from anyone with similar experiences.