Employee not fit for duty on a construction site - has a history osteomeyltis (Fractured tibia bone)

Dear Sirs, Hope you are all well. AM facing a challenge at work with an employee who has a history osteomeyltis (Fractured tibia bone).
His condition is a great risk when it comes to the nature of operations at site. Management has advised his services should be terminated. How best should this situation be handled to avoid any inconveniences.

Hi,
Do you have any column in your application which talk of previous medical history of the candidate ? At the time of recruitment whether this was disclosed by the candidate or not ? How long he is serving with you ?. Not clear.
Yours being into construction field please see if you can fit him into quantity surveying or stores or any other role where he can sit in office and work.
In case of no such option please call him and explain the situation, provide him some time frame to look for new job and then relieve him. Or alternatively you may pay one month salary and relieve him.

You have not provided with any terms & conditions of service governing this employee. Pl.examine what are those provisions relevant to the condition which might render him medically unfit to be employed on the nature of job he is on. Pl.see as suggested by VML as above on humanitarian grounds. Notwithstanding, as a HR professional you should refer him for a medical check/board and obtain a report on his condition and what could happen if he is continued on this present job and whether he is 'fit or not'. This report should be the starting point for all follow up. It there is a symptoms of malignancy proper care should be advised. Has he been covered by ESI? pl.explore whether curative treatment is possible so that he can get back to his healthy condition.

Do you have a company Medical consultant available. If yes, take the staff to him and get his detailed opinion after that you can take action. The suggestion given by Mr. Lakshmi narayan , can also be
looked into - awarding an alternate employment to the sufferer thereby extending a gesture from management. How long he has been working with you? If he has a long service with you 15 years or above, then provide him an alternate employment.

Did you not done pre-emploment medical check? Your management's call is inapprpriate.
Why your management is not putting him some other job fit to his health condtion other than what you consider? Yes, he can be terminated bu by paying compensation till the age of superannuation.