The employer is required to pay cautious attention to the employees scheduled to take long-term personal injury or sickness leave. In addition, the employer is not legally required to provide days of long-term injury and sickness leave, whether the employee is paid or unpaid during the leave, since it is not statutory obligation on the employer to pay during the leave.
It is extremely important, therefore, to set maximum length of personal long-term injury and sickness leave acceptable by days, which might often result in labour management trouble. The employer should also provide in work rules the employee must submit a medical doctors’ medical certificate as a requirement for the leave. The employer might also provide days of the personal long-term injury and sickness leave shall not be included in calculation of the period of employment for the purpose of calculation of the severance allowances.
On top of that, the employer is expected to set the timing and the way to return to works at office, including commuting rehabilitation or part-time working hours. Why so cautious to stipulate details in work rules? It is because of the employer’s duty of care, or obligation of the employee’s health and safety, which will lead to avoid labour management troubles.