LTH is to pursue active work environment management in order to prevent illness and injury as far as possible.
In cases where a member of staff is affected by illness or injury that affects his or her fitness to work, work environment legislation obliges the employer to perform adaptation and rehabilitation measures. This is in order for the member of staff to remain in his or her post or to return to work following a period of sick leave.
Roles in the rehabilitation process:
The member of staff has responsibility for actively participating in the planning and implementation of his or her rehabilitation.
The head of department/equivalent has an important role in picking up early signs of ill health and promptly planning, implementing and documenting active adaptation and rehabilitation measures. The department’s HR coordinator at the Faculty Office and/or the central HR division assists the head of department in this. The Occupational Health Service has an important function and is contacted in the case of occupational illness and in other cases as required.
Försäkringskassan coordinates the rehabilitation measures, draws up a rehabilitation plan in consultation with the member of staff and the employer, and arranges meetings with other parties involved. The employee’s fitness to work and right to sickness benefit is assessed differently depending on the length of the period of illness. This is referred to as the rehabilitation chain.
More information about the rehabilitation chain can be found on the Försäkringskassan website:
Help and support
The staff organisations can provide support to the member of staff in the rehabilitation process if desired.
The key to successful rehabilitation is early detection of signs of ill health and prompt implementation of active rehabilitation measures, as well as regular contact between the head of department and colleagues and the person on sick leave.
Contact your HR coordinator at the Faculty Office for advice and support on rehabilitation matters.