Illness and rehabilitation

If you become ill, you must report it directly to your immediate manager. You must also report your sick leave yourself via the self-reporting in Primula. If you think your sick leave will exceed one week, contact your HR partner as well.

Everyone who is on sick leave for more than seven days must have a medical certificate. In some cases, the employer or the Swedish Social Insurance Agency, i.e. Försäkringskassan, may require a medical certificate from the first day of illness. You submit the certificate to your manager or the HR department.

In the event of sick leave longer than two weeks, the employer reports the sick leave to the Swedish Social Insurance Agency, i.e. Försäkringskassan. From the 15th day of illness, sickness benefit is paid by the Försäkringskassan. You must submit a request for sickness benefit to the Swedish Social Insurance Agency, which will then cancel or reject the right to sickness benefit.

Försäkringskassan has produced a short film on how to apply for sickness benefit.

It may be good to know that the annual working hours for both teachers and T/A are 260 days at LNU. However, if you work concentrated part-time, it differs, contact your HR partner to get the exact number of days.

Another common question that arises in this context is whether LNU has a local agreement to keep more than 10% of the salary from day 15 of the sick period. Here the answer is no, we have sick pay according to the terms agreement.

As an employee, you are entitled to pay during sick leave in accordance with the provisions of Chapter 7 of the Terms and Conditions Agreement and the Sick Pay Act (1991:1047). The University pays sick pay for employees as follows:

Days 1–14: 80% sick pay with deduction for qualifying deduction. The qualifying deduction corresponds to 20 percent of an average week's sick pay. The qualifying deduction does not take place for a specific day, but is reduced from the total sick pay.

From day 15: as an employee, you will receive sickness benefit from the Swedish Social Insurance Agency, Försäkringskassan, and a sickness benefit supplement from the employer. From the employer, 10% sickness benefit supplement and 87.6% for salary components above the basic amount ceiling. This is on the condition that sickness benefit from Försäkringskassa has been granted.

If the sick leave occurs during the holiday period, you have the opportunity to apply for holiday while you are receiving compensation from Försäkringskassan. Contact your HR for more information.

You and your manager have a joint responsibility for returning to work. It is important that you meet at an early stage and agree on what rehabilitation measures need to be taken to make it easier for you to return to work.

If the employer assesses that the employee is expected to be on sick leave for at least 60 calendar days from the first day of the sick period, the employer must develop a plan for returning to work. The plan must be drawn up no later than calendar day 30 of the sick period and shall, to the extent possible, be drawn up in consultation with those who are on sick leave. The plan can also be a basis for Försäkringskassan processing of sick leave and rehabilitation cases. If necessary, Försäkringskassan can request that we submit the plan.

A rehabilitation measure can relate to changes in your working conditions or be of a medical, psychological or social nature. At a rehabilitation meeting, you discuss appropriate measures and clarify who is responsible for the various measures and define these in a rehabilitation plan.

The meeting is usually attended by you and your manager. HR partners, possibly doctors, Försäkringskassan's administrators and/or other support person (for example a union representative) can also participate. At regular intervals during your sick leave period, you follow up on the plan and check that the rehabilitation measures are carried out and have the intended effect.

You are responsible for:

• provide the information that your manager and Försäkringskassan need in order to investigate whether you are in need of rehabilitation
• actively participate in the planning and implementation of rehabilitation. This means being available for contact during sick leave, showing up at scheduled meetings, completing agreed plans and the obligation to go to the designated doctor.
• provide information and information to your manager that is needed to be able to plan the department's work in the event of your continued sick leave
• report any changes in circumstances that are important for rehabilitation planning and the right to compensation
• A copy of the medical certificate must be submitted to the HR Department.

You cannot opt out of your participation in a rehabilitation.

Your boss

• keep in touch with you during your sick leave and ensure that you receive early and active rehabilitation if necessary
• is familiar with, has knowledge of and follows the University's procedures for rehabilitation work
• draw up an action plan with you and are responsible for implementing the measures
• Helps with adaptation of your workplace based on your and the company's conditions
• is responsible for the entire rehabilitation process

If there are special reasons, an individual rehabilitation matter may be transferred to the supervisor's supervisor.

The HR Partner

• is involved and actively supports the initiation of rehabilitation work

Occupational health care

If an employee falls ill, they should normally turn to their health centre, but in connection with work-related illness and rehabilitation, occupational health care can be a resource.

Orders for services from the occupational health service go through the HR Division, which has overall coordination responsibility for the University's resources for occupational health care and other external efforts in this context.

Occupational health care can help with, among other things:

• medical assessment, counselling and certain treatment
• psychosocial assessment and psychosocial support measures
• Ergonomic advice
• Physiotherapeutic assessment/counselling

You can find more information and contact information at (link employee page occupational health care)

Insurance
Assess your work ability and decide on your entitlement to different types of compensation. Sickness benefit is not paid automatically when you have a doctor's certificate. It is always Försäkringskassan that assesses and examines the right to sickness benefit based on your ability to work.

You can find more information at www.forsakringskassan.se

Försäkringskassan assesses the individual's ability to work and thus the right to compensation in different ways depending on how long the employee has been ill. The assessment is made step by step based on established time frames, the so-called rehabilitation chain.

Days 1-90

• During the first 90 days, you are entitled to sickness benefit if you are unable to perform your regular work, or other temporary work, with your employer.

Days 91–180

• After 90 days, you are only entitled to sickness benefit if you are unable to perform any work at all for your employer. As an employee, you may have the right to take leave of absence from your employment to try other work with another employer. At this point, Försäkringskassan may make an initial contact regarding compensation.

Days 181–365

• After 180 days, you are entitled to sickness benefit if you are unable to perform any work in the ordinary labour market. This also applies when there are preponderant reasons for you to return to work for your employer within one year, in which case your work ability will still be assessed in relation to work for your employer even after day 180. This also applies if it can be considered unreasonable to assess your ability to work in relation to the ordinary labour market

From day 366–

From day 366 onwards, work ability is always assessed in relation to all jobs in the regular labour market. If the investigation shows that you can cope with another job, the right to sickness benefit ends after 365 days. Försäkringskassan can make exceptions if it can be considered unreasonable to assess the employee's ability to work in relation to work in the ordinary labour market, for example if the employee is seriously ill.