Sick, day 181–365

Read more about what happens and what you as manager need to do when one of your employees is on sick leave for between 181 and 365 days, regardless of whether the sick leave is part-time or full-time.

Below you will find a list of the content on the page. Click on the links to read more.

Continue with the previous plan

Toolbox, day 181–365

Continue with the previous plan

Your employee has now been sick for more than half a year and it is of great importance that you work actively with the case to move it forward.

Follow the plan that you made earlier for the case. For a detailed information, please read about the rehabilitation process under the heading for Sick, day 15–90.

What differs here from the previous period is the way in which Försäkringskassan assesses the employee's case and how their decision can affect the way we handle the matter. For more information, see the Försäkringskassan heading below.

The most important thing is that you as manager regularly stay in contact with your employee.

The employee should submit a complete medical certificate (only the diagnosis may be concealed) to you as manager, so that you can assess their entitlement to sick leave and plan a return to work. Keep your Return to work plan up to date and adapt efforts as new information comes in and assessments and events occur that affect the employee's capacity for work.

It may be relevant to decide on a temporary or permanent transfer. In that case, contact your HR specialist/advisor at the HR Office.

Remember that you can receive a support in your planning. If you have not previously done so, you should contact your HR specialist/advisor at the HR Office for help with planning and putting other measures in place as needed.

And remember to keep documenting the case.

Försäkringskassan

Entitlement to sickness benefit

From day 181 of the sickness period and onwards, Försäkringskassan assesses an employee's capacity for work based on all regular work available on the labour market; that is, the employee is only entitled to sickness benefit to the extent that they are not able to perform any work on the regular labour market. This could mean that Försäkringskassan will not pay sickness benefit even though an employee has no capacity to perform their regular work.

There are five exceptions:
– If Försäkringskassan assesses that it is highly likely for the employee to return to work at Stockholm University within before day 366 from the first day of sickness. That means that there is more to than against the employee being able to return to work at Stockholm University. In order for Försäkringskassan to be able to assess this, both the diagnosis made and the prognosis for return to work must be well-documented in the medical investigation.
– If it can be considered unreasonable to determine the employee's capacity for work in relation to work on the regular labour market, such as if they are seriously sick.
– Försäkringskassan considers that special reasons indicate a return to work with SU no later than day 550. The prognosis for return to work must be clear and there must be a high probability that the person can return no later than day 550.
– The medical rehabilitation has been delayed due to the corona pandemic.
– The employee is 62 years of age or more.

If Försäkringskassan decides not to pay sickness benefit to an employee, that employee is obligated to inform you as their manager. In that case, contact your HR specialist/advisor at the HR Office for advice on how to proceed. Also inform the payroll section at HR Office that the employee is no longer entitled to sickness benefit, along with the date from which the decision applies.

Note that an employee may continue to be entitled to sick leave and that your rehabilitation responsibility remains as long at the employee is on sick leave and employed at Stockholm University, even if their entitlement to sickness benefit has ended. The employee must therefore continue to submit medical certificates to you as manager.

Contact with Försäkringskassan

In line with their responsibility for coordination, Försäkringskassan may contact you as manager. They may, for example, request your copy of the Return to work plan or call a reconciliation meeting, which you as manager and employer representative are obligated to attend. Försäkringskassan can also decide upon work training as an appropriate measure for the employee.

See Försäkringskassan's website to read information they provide for employers regarding day 181 and onwards.