In McAdie v Royal Bank of Scotland, the Court of Appeal (CA) ruled that the bank was able to fairly dismiss Ms McAdie for ill-health incapability although her stress-related illness was attributable to the bank’s conduct. Ms McAdie had worked for the bank for 20 years but had gone off work sick with work related stress following her transfer to a different branch. At a grievance meeting with the bank Ms McAdie made it clear she did not wish to return to work despite the bank’s suggestion that she return to a different role in a location of her choice. Six months later, the bank activated its long term sickness procedure and following further meetings with Ms McAdie gave her 12 weeks notice to terminate her employment on grounds of ill health. The CA held that the Tribunal had misdirected itself in upholding Ms McAdie’s claim for unfair dismissal on the basis that the bank was responsible for her ill health. It ruled that the key issue was whether the bank acted reasonably in all the circumstances. As Ms McAdie had made it absolutely clear she would not consider returning to work, and medical evidence supported this, the CA ruled that in reality, the bank had no alternative but to dismiss. Employers with employees off work sick are nevertheless advised to make more effort to find alternative employment for the employee or put up with longer periods of sickness absence than would otherwise be reasonable, prior to dismissal for ill-health incapability if they contributed to the employee’s ill health.