Temporary workers, like those employed permanently, have the right to health care and benefits in the event of illness. In the case of temporary employment, the process of obtaining sick leave is also based on e-sick leave (e-ZLA). However is worth getting to know the specifics of e-sick leave for temporary workers and keeping in mind potential problems and limitations.
E-leave L4 for temporary workers – what is worth knowing? banner
Temporary workers, like those employed permanently, have the right to health care and benefits in the event of illness. In the case of temporary employment, the process of obtaining sick leave is also based on e-sick leave (e-ZLA). However, it is worth getting to know the specifics of e-sick leave for temporary workers and keeping in mind potential problems and limitations.
1. What are the rules for obtaining e-leave L4 for temporary workers?
The rules for obtaining e-sick leave for temporary workers are largely the same as for permanent employees employed under an employment contract.
The most important conditions that must be met are:
paying for sickness insurance, which entitles you to sickness benefits;
the possibility of applying for the first benefit after 30 days of uninterrupted payment of sickness insurance contributions;
demonstrating that your health condition limits your ability to perform your job duties.
>In addition, a temporary employee, similarly to one employed under an employment contract, is obliged to notify both the employer and the temporary employment agency of his or her incapacity to work.
2. What documents and procedures are required for temporary workers?
Regularly paying sickness contributions gives a temporary employee the right to sickness benefits. However, it is worth knowing what a temporary employee should start with in order to obtain sick leave as a result of their own illness.
The most important element is of course a visit to the doctor. A temporary employee can do it in person, e.g. at a clinic or doctor’s office of their choice. A great convenience during illness is an online consultation with a specialist, i.e. a so-called remote visit, which takes place by phone, video call or chat.
Find a medical platform on the Internet that offers telemedicine services, such as online consultations. It is worth familiarizing yourself with the offer of the MED24 service, which provides health care in accordance with the standards of the Supreme Medical Chamber.
>Have a conversation with your doctor, during which you will present a list of your symptoms (their severity, frequency, whether they are related to an injury or accident on the way to or from work), tell them about the medications you are taking, and present medical documentation (if related to your current health condition).
>Depending on the patient’s health condition, the doctor decides whether it is necessary to issue an electronic sick leave, which is automatically sent to the employer, temporary employment agency and ZUS. Remember that if the doctor considers it necessary, he can also write an electronic prescription for the necessary medications.
3. What are the differences between e-leave certificates for temporary and permanent employees?
The rules for issuing e-sick notes are the same for temporary and permanent employees – each of them must pay sickness insurance contributions and visit a doctor who will determine the need to issue an L4.
Despite the basic similarities, there are algeria whatsapp number data 5 million several differences between permanent and temporary employees:
temporary workers are subject to a waiting period after which they become entitled to sickness benefits;
temporary workers enter into contracts for a shorter period, which may lead to the contract expiring during the sick leave;
the remuneration of temporary workers may be less stable, which may affect the amount of the sickness benefit base, as it is calculated on the basis of the average remuneration for the entire period of employment;
Temporary agency workers may find it difficult to obtain the full 30 days of sickness insurance if they change employers or have breaks in employment that affect their entitlement to benefits.
4. What are the rights of temporary workers in the context of e-leave certificates L4?
Temporary workers are entitled to sick leave and related benefits, just like employees who are employed on a permanent basis, for example making decisions based on data, not emotions: the key to effective management under an employment contract. Despite some differences in the form of employment, their rights are clearly defined and include:
the right to e-sick leave for the period of incapacity for work due to illness – a temporary employee can receive e-sick leave both during a stationary visit and during an online consultation, and the document is sent directly to ZUS and the employer;
the right to sickness benefit after completing the waiting period – after meeting the waiting period requirement of 30 days, the temporary employee acquires the right to sickness benefit, which is paid for the period of incapacity for work.
5. What are the challenges related to e-leave of absence for temporary workers?
Electronic sick leave certificates have unified the diverse system of sick leave certificates due to incapacity for work. Which has significantly fax marketing simplified the procedures for issuing and receiving them. However. The specifics of temporary work may to some extent make it difficult to use sick leave certificates. Especially in the case of short-term contracts and unstable employment. What are the reasons for this?
short-term contracts. Short-term employment may affect entitlement to sickness benefit. Particularly if the contract ends before the qualifying period has elapsed or while receiving benefit. Leaving the employee without financial support.