I don't know if I should sack her?

[eyebrowsstillfurrowed]

New to being a boss and it's to a friend which makes matters worse....

she was supposed to open up at 8.30. last week and was still in bed when I called her at 11.30.... yesterday she texts 45 mins before she's die in to say she's I'll. I said that doesn't give me time to get cover. she came skipping in with her boyfriend I said you don't look very I'll and she said it's my hay fever, I have a headache....

this isn't a normal working relationship right? how do I warn her she's walking a fine line. anytime I say anything she turns it on to me saying I have hurt her feelings.....

She sounds unreliable and not at all committed.
I would have a meeting with her and explain that you feel that she isn't showing the commitment and reliability that you need. Give her a week to improve and then part company if its still not working out.

You need to do it properly
Whay did you do or say when she turned up at 11.30

Sorry when you called her?
I assume she's aware of what her responsibilities should be? In which case I'd be starting whatever system of warnings your company enforces

This is a very tricky situation. It sounds like she's completely taking the piss. You need to be prepared for the fact that your friendship is unlikely to survive this. That's not your fault, but she probably won't see that.

If this is how she behaves early on in the relationship then I would want to put an end to it.

Not opening up is reason enough. She's not treating this as a "proper" job. You need someone you can rely on.

I'm sorry she's put you in this position.

Mixing business and friendship is often damaging to both.

Regardless of any embarassment, treat her as you would any other employee, which means
follow the legal procedure

Otherwise this "friend" might take you to court.

Why are you employing a friend? When you recruited was she the best person that applied?

Very difficult, but as others have said you need to follow processes if you have them, and if not refer to the Acas disciplinary and grievance guidance. This will involve you being very clear what your expectations are and how she has not met these on 2 occasions now. Tell her if anything similar happens again, you will manage formally - ie an investigation, which could lead to a disciplinary hearing and then a sanction as appropriate (e.g. written warning). You could investigate the two previous matters and then hold a disciplinary hearing, but you need to move quite quickly to ensure it is held within a reasonable time frame. Make sure you follow process here, right to be accompanied etc. This could allow you to move things through a little quicker (it is normal practice to have written warning, final warning, then dismissal), although of course it could be that once you've set some clear expectations, she might sort this out. Could be she's thinking you won't 'manage' her because you're friends? In which case perhaps a 'look, you're making this really difficult for me, I need you to turn up to work on time or I won't have any choice other than to start processes which i know neither of us want' might be worth a first go. Depends how much you value you her as a employee and think she might turn things around! Don't let it carry in without addressing it though - these things never get better on their own and it will become harder to tackle it as time goes on.

How long has she worked for you? If it's less than two years she has much less recourse.

And yes, you should sack her.

Going forward it is worth having explicite information in your contrat on how sickness should be reported. My contracts state that on the first day of sickness staff must contact my by 7.30am by telephone to report sickness and that under no circumstances are text messages acceptable.

If she's worked for you for less than 2 years, just sack her. She doesn't sound like a reliable employee.