Sick, day 91–180

Read more about what you as manager need to do when one of your employees is on sick leave for between 91 and 180 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

Continue with the previous plan

This part of the rehabilitation process involves following the plan that you made during the previous period of the rehabilitation process – that is, during 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 case. For more information, see the Försäkringskassan heading below.

The most important 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.

Remember that you can receive support in 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, such as getting occupational health care involved.

Remember to keep documenting the case.

Transfer

During this period, the goal of occupational rehabilitation is still primarily to return your employee to their regular position. In some cases, though, a temporary transfer may be necessary in order to test the employee's capacity for work in another position at Stockholm University.

When all possibilities of returning to their regular position have been exhausted, a permanent transfer may be in order.

Always contact your HR specialist/advisor at the HR Office if you assess that transfer may be needed.

Försäkringskassan

Entitlement to sickness benefit

From day 91 of the sickness period and onwards, Försäkringskassan tightens their requirements and an employee's capacity for work is assessed in relation to other work at Stockholm University. The employee is only entitled to sickness benefit to the extent that they are not able to perform any work at Stockholm University.

If Försäkringskassan decides not to pay sickness benefit to the employee, he or she is obligated to inform you as manager. 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 off sick 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 order to be able to assess entitlement to sickness benefit, Försäkringskassan may need to contact the employer to investigate whether an employee is able to carry out other work at Stockholm University. This can be done via letter of telephone.

Försäkringskassan can also request your Return to work plan. If they do, send them a copy of the latest plan that you and your employee have agreed on.

For coordination purposes, Försäkringskassan may call a reconciliation meeting, which you as manager and employer representative are obligated to attend.

Work training with Försäkringskassan

In some cases, Försäkringskassan can help an employee to gradually increase their capacity for work through work training. If you believe that work training would help your employee to return to work, you can contact their administrator at Försäkringskassan. If Försäkringskassan assesses that this would be an effective rehabilitation measure for your employee to take, they will develop a plan together with you as employer, the employee and their doctor.

During work training, Försäkringskassan pays rehabilitation benefits to the employee. The employee should train at work for at least a quarter of their regular working hours for a maximum of three months. Work training often needs to be combined with other efforts, such as adaptation of the workplace, adjusting working hours, or various kinds of assistive devices.

See Försäkringskassan's website to read information they provide for employers regarding days 91 and onwards.