Sick, day 366 and onwards

Read more about what happens and what you as manager need to do when one of your employees is sick for longer than 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

Continue with the previous plan

Your employee has now been sick for over a year, and you certainly have an ongoing plan that you follow up. 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. See below under the Försäkringskassan heading.

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.

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

Most cases of long-term sickness are complicated and difficult to manage. You can get 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.

And remember to keep documenting the case.

Försäkringskassan

Entitlement to sickness benefit

Before day 365 of the period of sickness, Försäkringskassan will investigate whether the employee is able to carry out other work on the labour market. If the analysis shows that the employee is able to cope with another job, the individual's entitlement to sickness benefit ends after 365 days.

Försäkringskassan can make exceptions in these cases:
– 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 at Stockholm University 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 the employee, 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 366 and onwards.