Responsibilities during sick leave

When an employee is absent due to illness, three parties need to work together to find a suitable solution — one that everyone can agree on and that fits within the established guidelines.
Our colleague Maurice explains the responsibilities of us as the occupational health service, as well as what the employer and employee must do during the reintegration process.

The role of the occupational health service

The occupational health service oversees the process and provides clarity for all parties involved:

• Ensures that all steps in the sickness absence process are taken in a timely and careful manner
• Clearly communicates with both employer and employee about the current situation, expectations and next steps
• Makes responsibilities explicit and discusses the consequences when agreements are not met
• Identifies risks early and intervenes in time to prevent stagnation in the absence process

The role of the employee

The employee is expected to take an active role in their recovery:

• Demonstrates commitment to recovery
• Complies with agreed appointments and actions
• Avoids activities that delay or hinder recovery
• Cooperates in steps aimed at sustainable return to work

The role of the employer

The employer takes the lead and ensures continuity in the process:

• Reports sickness absence in a timely manner
• Complies with agreements made with the occupational health service
• Contacts the occupational health service promptly when the process does not progress as expected
• Ensures that all mandatory steps are completed on time, including:
  • preparing the problem analysis
  • drafting and adjusting the plan of action
  • carrying out periodic evaluations
• Initiates an occupational expert assessment when required and follows up on recommendations in a timely manner

Working together towards recovery

Responsibility in sickness absence requires collaboration. When the occupational health service, employer and employee each take their role seriously and stay connected, progress is created. This is when absence management becomes effective: with attention for people and action where needed.