1. What must employers do when an employee reports sick during days 1–14 in Sweden?
In Sweden, during days 1–14 the employer must assess whether the employee’s illness prevents them from working and determine entitlement to sick pay. This period is called the sick pay period and is counted in calendar days under the Swedish Sick Pay Act.
2. How does the waiting day deduction work for sick pay in Sweden?
When paying sick pay in Sweden, the employer must make a waiting day deduction equal to 20 percent of the sick pay for an average working week. This deduction applies during the sick pay period unless the employee is prohibited from working due to infection.
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3. When is an employer not required to pay sick pay in Sweden?
According to the law, an employer in Sweden does not need to pay sick pay if a doctor has decided that the employee is not allowed to work due to infection. In such cases, no sick pay is paid and no waiting day deduction is made.
4. When must an employer create a return-to-work plan in Sweden?
If an employee in Sweden is expected to be ill for at least 60 days, the employer must draw up a plan for returning to work no later than 30 days from the start of the illness, unless it is evident that a return to work is not possible.
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5. What are the employee’s obligations during the sick pay period in Sweden?
In Sweden, the employee must report their sickness on day 1, submit a doctor’s certificate by day 8, and participate in planning measures that support a return to work, as far as their health condition allows.
6. What changes for employers from day 15 of sick leave in Sweden?
From day 15 in Sweden, the employer no longer pays sick pay. The employee applies for sickness benefit from Försäkringskassan, and the employer must report the sickness to Försäkringskassan no earlier than day 15 and no later than day 21.
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7. What are the employer’s responsibilities during days 16–90 of sick leave in Sweden?
During days 16–90 in Sweden, the employer must maintain contact with the employee, provide income information to Försäkringskassan if requested, follow up the return-to-work plan, and participate in reconciliation meetings if Försäkringskassan invites them.
8. How is work capacity assessed between days 91–180 in Sweden?
Between days 91–180 in Sweden, Försäkringskassan assesses whether the employee can perform their regular duties or other suitable work offered by the employer. The employee is entitled to sickness benefit only if they cannot perform any work for the employer.
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9. What applies after 180 days of sick leave for employers in Sweden?
After 180 days in Sweden, sickness benefit is paid only if the employee cannot perform any work on the regular labour market. Försäkringskassan investigates work capacity outside the employer’s operations, with certain exceptions based on prognosis or serious illness.
10. What happens from day 366 of sick leave in Sweden?
From day 366 in Sweden, Försäkringskassan assesses the employee’s capacity to work in relation to all jobs on the regular labour market. If the employee is deemed able to work, the right to sickness benefit ends, subject to limited exceptions.
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