![]() ![]() Consult with the occupational health service or other similar resource to see whether this is possible. Offer assistive devicesĪn assistive device or adaptation of the workplace can make it possible for a person on sick leave to return to work. As of day 15, Försäkringskassan can, however, only grant sickness benefit at 100, 75, 50 or 25 percent. There are no rules specifying that sick leave has to be a specific percentage of normal working hours to provide entitlement to sick pay. You can agree for the employee to work a different number of hours on different days, depending on the business’s situation and how much the employee can handle. Adapt the working day to the employee – adjustable sick payĭuring the sick pay period, you should maintain a dialogue with the employee to assess how much they can work despite their illness. For example, if the employee works from home for more than five days and then again is once more granted an allowance for travel by the employer, it is counted as a new sick pay period of 14 days. ![]() Days of compensation are added together if there are 5 days or less between payments of compensation. The allowance is paid for the same number of days corresponding to the sick pay period, i.e. Travel allowance can only be paid if the employee is on sick leave full time. The travel allowance that is paid instead of sick pay is taxable. If you as the employer deem that the employee can work, but cannot get to work in a usual manner, you can pay an allowance for additional expenses for travel to and from work instead of sick pay. Submit a doctor’s certificate from the eighth day of the new sickness period.Report their illness to you (the employer) when they fall ill again.You must instead report the employee’s illness to Försäkringskassan The employee must: If the employee has not worked at least one full day after you paid a full sick pay period, you do not have to pay sick pay if the employee falls ill again. You do not include the days the employee was healthy and worked.īear in mind that there can be no more than one full waiting day deduction for a sick pay period of 14 days. You add the days of the previous sickness period with the days of the new sickness period so that together they total 14 days. This applies whether the employee has the same illness or something different. If the employee falls ill again within five calendar days of the end of a sickness period, the days are added together into a single sick pay period. If five calendar days or more have passed when the employee falls ill again, he/she has a new waiting day and a new sick pay period begins. Participate in planning for a return to work to the best of their ability.The government has temporarily removed the requirement from day 8. Submit a doctor’s certificate to you (the employer) on day 8.Report their sickness to you (the employer) on day 1.Draw up a plan for returning to work no later than 30 days from the start of the illness.Pay the employee sick pay if they are entitled to this.You do not need to draw up a plan if, taking into account the state of the employee’s health, it is evident that a return to work is not possible. The plan should support the rehabilitation work done in the workplace and include the measures that need to be implemented in order for your employee to be able to return to work. If your employee is expected to be ill for more than 60 days, you must draw up a plan for returning to work no later than 30 days from the start of the illness. Nor do you have to make a waiting day deduction. If a doctor has decided that the employee is not allowed to work because of infection, you do not need to pay sick pay. The employee must report their sickness to you (the employer). ![]() It is counted in calendar days and is regulated in the Swedish Sick Pay Act. The period during which you pay sick pay (days 1-14) is called the sick pay period. From your sick pay, you must make a waiting day deduction corresponding to 20 percent of the sick pay for an average week. ![]() You do this by assessing whether the employee’s sickness makes them unable to work. You then assess the employee’s entitlement to sick pay. The employee reports their sickness to you, the employer. ![]()
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