Overview of the follow-up of employees on sick leave

• The employee notifies immediate superior of illness and its expected duration by self-certified sick leave or a medical certificate.
• The employee registers self-certified sick leave regularly in the self-service portal, see user manual for registering sick leave. Sick leave certified by a doctor is documented with a digital medical certificate, possibly a medical certificate on paper.
• The immediate superior keeps conintuously in touch with the employee throughout the entire sick leave period to provide follow-up and show concern.

• The immediate superior and the employee on sick leave discuss and clarify the necessary adaptations of the work place.
• The employee tells the immediate superior whether the sick leave is caused by conditions in the work place.
• The immediate superior and employee develop a follow-up plan for the employee's return to work, except if this is deemed clearly unnecessary. The Head/Manager sends a copy of the follow-up plan to the issuer of the medical certificate within 4 weeks.

The immediate superior convenes a dialogue meeting if the employee is on 100 % sick leave. In cases of partial sick leave, a dialogue Meeting is only convened if considered expedient. With the consent of the employee the issuer of the medical certificate may participate in the meeting. If one of the parties wishes so, Occupational health personnel (BHT) or another third party, e.g. a safety representative, may participate as well. The goal is to find solutions within the organization to help the employee on sick leave return to work.

If the employee is not involved in work-related activity within eight weeks, an extended medical certificate is needed documenting that there are compelling medical reasons that prevent the employee from participating in a work-related activity. The treating medical doctor will initiate this.

NAV convenes another dialogue meeting if the sick leave is ongoing. Both the employee and the immediate superior are required to attend, and the physician and other health professionals should attend as necessary. If the employee, employer, the issuer of the medical certificate or NAV considers it necessary, dialogue meeting 2 should be held sooner.

• Letters with information on the termination date for sickness benefits and information on disability benefits are sent by the Group for Absence and Reimbursement in the Pay Section to the employee on sick leave once the sick leave has lasted for approximately 7 months.
• The immediate superior clarifiesw with the employee on sick leave:
  • Circumstances that may impact the termination date for sickness benefits, e.g. using holiday entitlement while on sick leave and possibly periods where the employee is considered fit for work.
  • Possible application for disability pension from SPK/NAV and disability leave from UiO. However, the responsibility to apply for disability pension lies With the employee on sick leave and the issuer of the medical certificate.
• The immediate superior notifies the Absence Group about circumstances that may impact the termination date for sickness benefits.
• Absence Group in the Pay Section submits a pension notification to the Norwegian Public Service Pension Fund indicating when the employee's right to a salary while on sick leave ends.
• After an absence of about 10 months, the Absence Group sends a letter to the employee on sick leave stating the date of termination for sickness benefits.
• The Absence Group sends a pension Notification to the Norwegian Public Service Pension Fund stating the termination date for sickness benefits.
• The personnel officer notifies the Payroll Office if the employee returns to work prior to the end of the period for which the employee is entitled to a salary while on sick leave.

• The immediate superior clarifies if there is a need for physical and/or organisational workplace adaptations upon return to work.
• As long as there is a need for this, the immediate superior and the employee who has returned to work have regular Meetings to safeguard a successful reintegration at the workplace and to be able to prevent a recurrence of sick leave. The Occupational Heath Service can assist with counsel and reccommendations.

• The Norwegian Public Service Pension Fund and NAV initiate pension schemes (temporary or permanent), on application from the person on sick leave and when workplace measures have failed or not been initiated prior to the end of the period for which the employee is entitled to a salary while on sick leave.
• The immediate superior clarifies the basis for an unpaid leave of absence on application from the employee on sick leave. Alternatively, on request from the employee on sick leave, the employment may be terminated.  A copy must be sent to the Payr Section.
• Dialogue meeting 3 may be convened at the end of the sick leave period.

The employee returns to work or resigns