Completed occupational rehabilitation

Read more about what happens and what you as manager need to do to formally complete the occupational rehabilitation.

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

Toolbox – end of rehabilitation

Complete the rehabilitation

When the employee has reached his or her capacity to work and is no longer on sick leave, the occupational rehabilitation must be formally completed.

The most common reasons for completing occupational rehabilitation are that:

the employee is back at their regular work or other work at Stockholm University
the employee has received sickness compensation full-time or part-time
we as employers have fulfilled our rehabilitation responsibility.

Invite the employee to a meeting where you formally end the occupational rehabilitation. If other parties have participated in a longer rehabilitation, it may be appropriate that they are also invited to the meeting.

The purpose of this meeting is to summarize the occupational rehabilitation and discuss the support that the employee may need during a transition period. Both you and the employee should sign that the occupational rehabilitation has now been completed. Use the Conversation template at the end of rehabilitation.

Transition period

It is important that you as a manager observe the employee's condition and work performance for some time, even when the employee is back at work in full-time. You can book short status check meetings once a week where you as a manager can follow up and create a forum for a dialogue. Feel free to use the guide for Status check meeting.

If during your closing meeting you have agreed on some support measures during a transition period, follow up on them and update these if necessary.