Edit: I believe my question has been misunderstood. I have probably not formulated it correctly. My company gives 6 weeks of vacation and we work 4 days a week (30 hours). The question was not related to exceptional cases, nor to take the vacation.
I work in a software consultancy where we bill hours to our clients. If we work on a project, we can bill the hours and make money. If someone is on vacation, sick, or having an HR talk, the company, of course, assumes the costs.
We have a strong focus on career development. We want to grow people and pay them fairly. We have created a career ladder that removes bias and gives a direction to our employees on what to focus on. The career ladder includes impact, communication, technical skills, teamwork, and so on. We are software consultants, and because the industry is very competitive, our employees expect a yearly salary raise.
Recently, there has been a debate on including "attendance" in the career ladder. It is a sensitive topic, and I feel it is a taboo. We do not want to promote someone who has had many leave days because the contribution to the company has not been sufficient even though they might have grown their skills.
Of course, people have their "right to be sick," and I believe the cause of being this a sensitive topic is that people feel that their "right" is being challenged. To be clear, we do not want to fire anyone. That is where I believe the right is protected. We do, however, have some cases where people have been off for a long time, causing an important cost to the company.
Is it common to take into account attendance on a career ladder? Is any company open about this?
Of course, you are welcome to comment if you consider this immoral. After much thought, I believe it makes sense, as we pay people depending on their contribution to the company.