Understanding Your Sick Leave Rights and Responsibilities

Ensuring Health and Wellbeing in Our Workforce

We prioritize the health and wellbeing of our employees. This comprehensive guide provides detailed information on your sick leave rights and responsibilities, ensuring you have the necessary support during times of illness.

Eligibility Criteria for Sick Leave

Understanding Who Qualifies

All full-time employees are eligible for sick leave. Eligibility begins after the completion of the probationary period, typically 90 days from the start date. Part-time employees or contractors may have different eligibility criteria based on their contract terms and hours worked. 

How Sick Leave Accrues Over Time

Sick leave accrual starts immediately upon eligibility. Employees typically accrue one hour of sick leave for every 30 hours worked. This accrual is capped at a maximum of 40 hours per year. Unused sick leave can be carried over to the following year, subject to a cap as defined in our company policy.

Procedures for Availing Sick Leave

How to Notify Your Supervisor

If you need to take sick leave, notify your supervisor as soon as possible, preferably before your workday begins. This can be done via email, phone call, or through our internal HR portal, depending on the urgency and nature of the illness. 

Required Documentation

For sick leave extending beyond three consecutive days, a medical certificate or doctor’s note may be required. This documentation should be submitted to HR within 30 days of your return to work.

Extended Sick Leave and Your Rights

Long-Term Illness Considerations

In cases of long-term illness, employees may be eligible for extended sick leave or disability leave. The company supports employees through these challenging times and ensures a clear plan is in place for continuous absence.

Job Security and Sick Leave

Our policy safeguards your job during sick leave. Employees on short-term sick leave are assured of their position. For long-term illness, we engage in dialogue with the employee to understand their situation and make reasonable accommodations as required by law.

Return to Work Policy

Transitioning Back After Sick Leave

Upon return from sick leave, a meeting with your supervisor or HR representative may be scheduled to discuss any ongoing needs or adjustments. The objective is to ensure a smooth transition back into your role.

Necessary Adjustments and Accommodations

If you require adjustments or accommodations upon your return (e.g., modified duties, flexible hours), please discuss these with HR. Our goal is to support your full recovery and ease back into work while accommodating any ongoing health needs.

Feedback and Inquiries: For any further information or specific queries, please don’t hesitate to contact our HR department at [e-mail]. Your feedback is crucial for us to improve, so feel free to share your thoughts through our internal feedback system.