The critical thing to talk to her about is to think about it from the employer's viewpoint.
If they want to consider dismissal, they have to do it fairly - and that means following a fair process. So that means interviewing her, asking her side of the situation, agreeing (if appropriate) and improvement plan and then monitoring against the plan.
I believe that she should therefore be talking about that the worst is behind her, that she is committed to the job and the company. They will probably want to set a minimum standard of attendance (no. of occasions off / total no. of days) - she could try mitigating it as far as reasonable.
At least that buys time.
The standards set should be appropriate to the circumstances and the policies of the company - the company has to show under a fair process that everyone gets treated in the broadly same way.
Then she has to seek to stick to it.