Sick Leave of IVF: Employers' Requirements for Sick Leave
During IVF, pregnant women may encounter some health problems and need sick leave for treatment and rest. When facing IVF sick leave, the employer's requirements for sick leave are not very different from those of ordinary employees. The following details the employer's requirements for IVF sick leave from four aspects.
1. Requirements for prior notice of sick leave
When it is necessary to ask for sick leave, the employee shall apply for leave to the employer as soon as possible, and attach the doctor's diagnosis certificate or relevant medical report to the application. In this way, the employer can understand the employee's condition in a timely manner, and determine whether special care or work arrangement adjustment is required.
The employer requires employees to provide true and effective medical certificates, because this is related to whether employees can obtain paid sick leave or deferred sick leave. If the employer has reasonable doubts about the medical certificate, it can require the employee to provide a second medical diagnosis or related medical report to ensure the rationality and fairness of the leave.
The diagnosis and treatment of IVF in some large hospitals is professional and authoritative. For example, XX Hospital in a certain area is a professional IVF convalescent base. The hospital has opened a IVF sick leave notice. Through this notice, employees can apply for sick leave to their employers and obtain corresponding approval.
2. Sick leave payment requirements
Sick leave during IVF will generally be paid according to the regulations of the employer. According to the relevant provisions of the Labor Law, the employer shall pay 80% to 100% of the employee's normal salary during the period of sick leave. The specific payment proportion and period will vary depending on the enterprise's rules and regulations.
For sick leave during IVF, some employers will also formulate corresponding special policies. For example, several large medical institutions will give additional subsidies or extend the duration of sick leave to employees who ask for sick leave during IVF, so that employees can have more time for rest and treatment.
3. Requirements for returning to work after sick leave
After an employee asks for sick leave during IVF, he/she needs to return to work at the specified time when the sick leave expires. The employer may require the employee to provide the certificate of return to work or the certificate of health status issued by the doctor who has completed the treatment, so as to ensure the employee's recovery status and work ability.
If the employee is unable to return to work on time due to illness, he/she shall apply for extended sick leave to the employer in advance and provide a doctor's certificate. The employer can consider whether to extend the sick leave period of employees or arrange corresponding work adjustment so that employees can have more recovery time.
4. Work arrangement requirements during sick leave
During the sick leave during IVF, the employer can adjust the work arrangement according to the employee's condition and work needs. Some employers can temporarily arrange other employees to take over the work of the employees who are on sick leave to ensure the smooth progress of the work.
In addition, employers can also give special care to employees according to their illness and treatment needs. For example, employees' work intensity, working hours or working environment can be adjusted to reduce their work pressure and physical burden.
Summary
The employer's requirements for IVF sick leave are not very different from those of ordinary employees. Before asking for sick leave, the employer should be informed in advance and provide a true and effective medical certificate. During the sick leave, the employer shall pay the employees the corresponding wages according to the regulations, and give them corresponding care and support. The employee shall provide a doctor's certificate to return to work after the sick leave expires. If he/she cannot return to work on time, he/she shall apply for extended sick leave in advance.
Sick leave during IVF is very important for employees, and employers should provide reasonable support and cooperation within the legal scope. Only through the joint efforts of both parties can we ensure the implementation of IVF sick leave system, protect the legitimate rights and interests of employees, and take into account the normal operation of the enterprise.
