Sounds like you have someone who is taking advantage big time...

I use Business Link's website for a lot of information, Mark. I can't put in the url here yet, cos I'm still a junior in this forum

This is a summary from their website:

# Pursue informal action - determine the facts and whether the performance can be helped by offering counselling.

# If there's no improvement, hold a disciplinary meeting. Present the reasons and give the employee a few days to shape up. Warn that failure to improve will result in a first written warning. Keep a note of the meeting and copy it to the employee.

# If there's no improvement during the allotted time, hold a second meeting, reiterate the complaints and give the employee a chance to explain. If there's no satisfactory explanation, issue a first written warning, detailing the complaint and the actions and timescales in which they can resolve the problem. Keep notes of the meeting and copies of the warning.

# After the time given has elapsed and there's still no improvement, issue a final written warning, again recording what happened at the meeting and setting targets and reasonable time for improvement. Warn that if there's no improvement, dismissal will be considered.

# If the employee still fails to improve and you are contemplating dismissal, statutory discipline and dismissal procedures will apply and these need to be followed carefully. These involve a three step process - written statement, hearing and appeal.

It's unfortunately not easy to do without repercussions.