Sjuk medarbetare dag 1–90
The information for employers found below covers sick pay, sickness benefit during the first 90 days, and alternatives to sick leave.
The employee reports their sickness to you, the employer. The first day is a waiting period. You do not pay any sick pay during this period. The employee will not receive any benefit from Försäkringskassan either.
The employee shall:
- Report their sickness to you (the employer).
As employer, you assess the employee’s right to sick pay. You do this by assessing whether the employee’s sickness makes them unable to work. The time period you pay sick pay (days 2–14) is called the sick pay period, is counted in calendar days, and is subject to the provisions of the Sick Pay Act.
The employer shall:
- Assess the employee’s work capacity.
- Pay the employee sick pay if they are entitled to this.
The employee shall:
- Submit a doctor’s certificate to you (the employer) on day 8.
During the first 14 days, you must assess whether the employee’s sickness makes them unable to work. The employee only has the right to sickness pay if they are unable to do their regular work or any other similar work that you (the employer) can offer.
If the employee is capable of working, but cannot get to work as usual, you can pay compensation for additional expenses for travel to and from work instead of sick pay. Read more about this further down on the page.
Use the doctor's knowledge.
The doctor’s certificate provides information about the employee’s needs during the sick leave period. Sometimes, small adjustments to the work situation can facilitate work. Occupational health services can provide help if you need advice and support.
The employee can receive preventive sickness benefit if they are undergoing medical treatment or medical rehabilitation to prevent sickness or shorten its duration.
Försäkringskassan pays the benefit for the time the employee is unable to work because they are undergoing treatment or rehabilitation. For the remaining time, the employee receives their pay as usual. The treatment or rehabilitation must be prescribed by a doctor and approved by Försäkringskassan.
The employee has no waiting period for preventive sickness benefit. Försäkringskassan pays the preventive sickness benefit from the first day of treatment.
As an employer, you can make it easier for the employee to return to work and reduce the duration of their sick leave through early initiatives. Here are some examples of what you can adapt:
- the workplace
- technical equipment
- working hours
- work tasks.
If five calendar days or more have passed when the employee gets sick again, then they have a new waiting period and a new sick pay period begins.
If the employee gets sick again within five calendar days of the end of a sickness period, the days are added together into a single sick pay period. This applies whether the employee is sick with the same illness or something different. You add the days of the previous sickness period with the days of the new sickness period so they together are 14 days. You do not include the days the employee was healthy and worked. Bear in mind that the employee only has a waiting period of one qualifying day for a 14-day sick pay period.
- The employee shall:
- Report their sickness to you (the employer) when they get sick again.
- Submit a doctor’s certificate from the eighth day of the new sickness period.
Additional measures you can offer as an employer
If you as the employer deem that the employee can work, but cannot get to work in a usual manner, you can pay an allowance for additional expenses for travel to and from work instead of sick pay. The travel allowance that is paid instead of sick pay is taxable. Travel allowance can only be paid if the employee is on sick leave full time.
Part-time sick leave means the employee is at work part time. This enables the employee to maintain contact with the workplace, which facilitates return to work.
During the sick pay period, you can maintain a dialogue with the employee to assess how much they can work. You can agree for the employee to work a different number of hours on different days depending on how much they can handle. There are no rules specifying that working hours have to be a specific percentage of the regular working hours. Beginning day 15, Försäkringskassan can grant sickness benefit at 100, 75, 50 or 25 per cent.
A workplace assistive device or adaptation of the workplace can make it possible for a person on sick leave to return to work. Consult with occupational health services to see whether this is possible. Försäkringskassan can provide an allowance for assistive devices or adaptation. But, if the assistive device or workplace adaptation is considered to be part of your employer responsibility to provide a good working environment under the Work Environment Act, then Försäkringskassan will not pay any allowance.
Both you and your employee can apply for allowance for workplace assistive devices. The type of assistive device in question determines who submits the application.
Allowance for assistive devices (Link to the page “Allowance for assistive devices” on the Employer pages)
If the employee is still on sick leave after 14 days, you no longer need to pay sick pay. The employee instead applies for sickness benefit from Försäkringskassan beginning from day 15. As the employer, you are obliged to report to Försäkringskassan if the employee is still sick after the end of the sick pay period. It is important that you report it as soon as possible so Försäkringskassan can begin to process the employee’s case.
The employer shall:
- Report the employee’s sickness to Försäkringskassan (by no earlier than day 15 and no later than day 21)
The employee shall:
- Apply for sickness benefit.
When they employee applies for sickness benefit, they must provide information about their income. In some cases, we need to request information about income from you (the employer). If so, you report the employee’s income. It is important that you do this as soon as possible so that the disbursement of sickness benefit is not delayed for the employee.
If Försäkringskassan requests an employer statement from the employee, you must write one.
Report the employee’s income (link to Employer service)
The employer shall:
- Report the employee’s sickness to Försäkringskassan if this was not done previously (see Day 15).
- Report the employee’s income if Försäkringskassan requests income information.
- Maintain contact with the employee.
- Adapt the work situation as much as possible to enable the employee to work, for example by adapting work tasks, working hour or the workplace.
- Investigate if there is other suitable work in your operations that the employee can temporarily do.
- Write an employer statement if Försäkringskassan requests one from the employee.
- Participate in a reconciliation meeting if Försäkringskassan convenes one.
<STARTING POINT Report the employee’s income>
The employee shall:
- Apply for sickness benefit from Försäkringskassan.
- Send the doctor’s certificate to Försäkringskassan.
- Participate in planning and measures that enable them to return to work as soon as possible.
- Send an employer statement to Försäkringskassan if requested.
- Assess the work capacity.
- Pay the employee sickness benefit if they are entitled to this.
- Identify and, if necessary, coordinate the different measures the employee needs to be able to return to work.
- If necessary, request that the employee submit and employer statement.
- Convene a reconciliation meeting if necessary.
Days 15–90, Försäkringskassan assesses whether the employee can handle their regular work or other appropriate work that you can offer temporarily as employer.
Försäkringskassan must therefore determine whether you, as employer, are able to temporarily offer the employee different work tasks, or whether it is possible to adapt the workplace or working conditions so the employee can work despite the illness. Försäkringskassan can do this, for example, by calling you or asking your employee to submit an employer statement from you.
The employee is only entitled to sickness benefit to the scope they are unable to perform their regular work or any other work that you as an employer can temporarily offer.
The employee’s work capacity is assessed differently depending on how long they have been sick. This is called the rehabilitation chain. Read more about this further down on the page.
Försäkringskassan may request that the employee submit a statement from you as the employer. The statement should indicate what possibilities exist to take advantage of the employee's work capacity within your operations. Examples of this can be temporary work tasks, changes to the working situations, replacement, or occupational assistive devices. The employee is responsible for submitting the statement to Försäkringskassan, but you fill it out together.
What is work training?
Work training means that the employee comes to a workplace without any requirements related to performance. While the employee is performing work training, someone else performs the work tasks the sick employee cannot handle or cannot perform in time due to the illness. Work training is not intended to replace the time it normally takes to learn a new job. This form of vocational rehabilitation can be a good choice if the employee cannot handle working part time.
The work training must be planned together with Försäkringskassan, which assesses whether it is an effective rehabilitation measure for the employee in question. During the work training, Försäkringskassan can pay rehabilitation allowance to the employee.
Work training can be one of a group of rehabilitation measures needed to enable the employee to return to work. Work training is often combined with other measures, such as adaptation of the workplace and working hours, or various assistive devices.
What do you do to be able to give an employee the option of work training?
If you believe work training would help sick-listed employee return to work, contact Försäkringskassan. If Försäkringskassan also determines that work training is suitable, we will draw up a plan together with you (the employer), the employee, and their doctor.
The plan shall include:
- how long the work training will last
- how many hours per day the patient will perform work training
- what work tasks the patient will train
How much should the employee perform work training?
The employee must perform work training at least one-fourth of their normal working time. In other words, work training for a full-time employee must be at least two hours a day, five days a week.
Work training normally lasts no more than three months.
If the employee can work, but cannot get to work in a usual manner, they can request an allowance for additional expenses for travel to and from work instead of sickness benefit. The employee applies for an allowance for travel using the same form as that used to apply for sickness benefit. The employee can also contact Försäkringskassan as early as the sick pay period and announce that they intend to apply for travel allowance.
An employee on full-time sick leave can work full or part time with travel allowance.
During the transition period between you as employer paying travel allowance and Försäkringskassan taking over, the employee may have to pay out of pocket.
If the employee is at risk of having long sickness periods or of being sick often, they may be entitled to special high risk protection. This means that you, as employer, can receive compensation for the employee’s sick pay costs.
The employee is covered by the special high risk protection if it is likely that illness or a disability will cause them to be
- sick often (more than ten times in one year), or
- sick for a long period of time (more than 28 consecutive days).
Special high risk protection (Link to the page “Sick often or for a long time – special high risk protection” on the Employer pages)
All employers in Sweden are protected against high sick pay costs. The protection means that employers can receive compensation for the annual sick pay costs that exceed a certain level. The aim of the compensation is to give employers the courage to hire. This is particularly true for small or newly established employers, where sickness absence can become a financial risk. You do not have to apply to receive the compensation – if you have had sick pay costs, you enter them in the employer’s declaration you submit to the Swedish Tax Agency. If you are entitled to compensation, it will be paid to your tax account.
Compensation for high sick pay costs (Link to the page “Compensation for high sick pay costs” on the Employer pages)
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