Practical information when an injury cccurs
Rules for the sick leave interview
As a manager, you must call for a so-called sick call (or a sick leave interview) no later than 4 weeks after the first day of illness. The purpose of a sick call is to find out how best to retain the employee in the job.
During the interview, you can discuss, among other things, opportunities for reassignment or further training and skills development, if it is doubtful whether your employee will be able to carry out his usual tasks again due to your illness.
You can also talk about the possibility of a partial sick leave for a period.
It may be a good idea to ask for a declaration of possibility.
The employee has the right to bring a companion to the sick leave interview. Co-members can, for example, be a trade union representative, a representative from your trade union, a spouse or a colleague. It is up to the employee himself.
The sick leave interview can take place over the phone or be postponed.
If the employee is too ill to attend a sick call, you can talk on the phone or write together by email instead.
If the employee is hospitalized and therefore too ill to talk to on the phone, you can postpone the interview. If the employee is so ill that the employee is unable to attend a sick call or talk to you over the phone, you as a manager can ask for a certificate of exemption.
Do's and don'ts
You are welcome to ask when your employee expects to be able to return to work.
You are welcome to ask if there are any tasks that your employee can handle.
Your employee is free to tell you about what he or she is doing wrong.
You must not ask your sick employee what he or she is doing wrong.
