1、 Regulations on sick leave of IVF
Sick leave of IVF means that both parties of IVF apply for leave due to physical discomfort or need to recuperate during the examination and treatment of IVF before pregnancy, embryo transfer or pregnancy. When facing IVF sick leave, employers shall regulate and manage the leave in accordance with relevant national laws and regulations and labor contracts.
First of all, according to China's Labor Law, IVF sick leave belongs to the category of paid sick leave. Both IVF and IVF can apply for sick leave to the employer with the sick leave certificate issued by the doctor. According to the labor contract, during the sick leave of IVF, the employer shall pay corresponding wages and benefits to both sides of IVF.
Secondly, employers may limit the time for IVF sick leave. According to China's Labor Law, the maximum duration of IVF sick leave shall not exceed 6 months. The employer may require both parties of IVF to provide the medical certificate issued by the doctor to ensure the rationality and necessity of asking for leave. If the patient needs to continue recuperation, both parties need to resubmit the application for leave and attach the certificate of illness issued again by the doctor.
Finally, employers may require IVF babies to provide disease reports regularly during their sick leave. Both parties of IVF shall report the condition and recovery of IVF to the employer regularly according to the requirements of the employer, so as to keep the information between both parties unblocked.
2、 Precautions for employers to manage IVF sick leave
Employers should pay attention to the following precautions when facing IVF sick leave:
First, employers should respect the privacy of both IVF partners. IVF is a medical means involving personal privacy. Employers should be cautious when dealing with IVF sick leave to ensure that the privacy of both sides of IVF is not disclosed.
Secondly, employers should establish sound systems and processes. IVF sick leave is different from ordinary employee sick leave. Employers need to develop special leave policies and processes, and ensure that relevant personnel can effectively manage IVF sick leave.
Finally, employers should provide necessary support and help. Both IVF babies may need to adjust their working conditions, receive treatment or recuperate during their sick leave. The employer should understand and support them, provide them with necessary help and create a good working environment.
3、 Cases of real hospitals' regulations on IVF sick leave
As a real hospital, a municipal Grade III Grade A hospital in Beijing has the following provisions on IVF sick leave:
First of all, both parties of IVF should provide the sick leave certificate issued by the hospital. The sick leave certificate is issued by the hospital experts according to the condition and treatment needs of the test tube baby, which proves the necessity for both parties of the test tube baby to receive treatment or recuperation in the hospital.
Secondly, during IVF sick leave, the hospital will make regular appointments or follow up by phone. The hospital will regularly arrange further visits or telephone follow-up according to the condition and recovery progress of both test tube babies, so as to timely understand the condition and recovery of both parties.
Finally, after the IVF sick leave, the hospital will issue a rehabilitation certificate. The rehabilitation certificate is a document used by the hospital to prove the rehabilitation of both test tube babies, and also an important certificate for both parties to resume their work.
4、 Summary
The management of IVF sick leave in the employer shall comply with relevant laws and regulations and the provisions of the labor contract. Employing units should pay attention to the provisions on sick leave for IVF babies, and clearly specify the time of leave and the requirements for doctor's disease certification. At the same time, employers should pay attention to protecting the privacy of IVF babies, establish sound systems and processes, and provide necessary support and help. For real hospitals, it is common to issue sick leave certificates, make regular appointments or follow up by phone, and issue rehabilitation certificates. Through reasonable management and regulations, IVF sick leave can be properly handled to protect the rights and interests of both parties.
