Days 8-14
Checklist Head of Department/Equivalent Days 8-14
- Make sure a medical certificate has been received and register it in Adato.
- Keep in regular contact with your employee.
- Review and make decisions regarding possible adaptations.
- Where necessary, contact occupational health services.
- Document the contact, assessments and decisions in Adato.
As of day 8, an employee needs to submit a medical certificate if they will be continuing sick leave. The medical certificate is often submitted to the HR representative, however sometimes it can be submitted to the manager directly. Once the medical certificate has been received, it must be uploaded in Adato.
As head of department/equivalent, you need to stay in touch with the employee. If at this stage you already assume your employee will be absent for over 60 days, it is a good idea to begin a rehab plan and use it as the basis for discussions with the employee. Use the guide "Plan för återgång i arbete(rehabplan)" in Adato. You need to continue investigating possible adaptations that can be made at the department/equivalent to increase the possibility of helping the employee return to work. If the employee is completely unable to work, you can discuss whether there are other ways to maintain good contact with the workplace, for example through participation in joint activities and visits. Creating the conditions that enable an employee to stay in contact with the workplace is one success factor in rehabilitation.
If the medical certificate shows the employee has some working capacity, they can return to work on a part-time basis. Even if the employee is able to return to work on a part-time basis, it is important that you remain aware of their condition and create a plan for how they can return to regular work. If part-time sick leave is expected to continue for more than 60 days, a rehab plan must be created. The employee may choose to work more than indicated in the medical certificate, but never less. For days 1-14 of sick leave, the employer determines the right to sick pay.
More information about occupational health services.
More information about sick pay.