What do I have to do if I am on sick leave?
When you are on sick leave, both your employer, NAV and you have a responsibility to help ensure that your sick leave is as short as possible.
If you become ill, a medical certificate from a doctor may be required. It is an important part of the Norwegian welfare model. However, being away from work longer than necessary is not good for anyone. Therefore, there are clear rules for follow-up of sickness absence.
On this page you will find information about what to do if you are on sick leave.
What are dialogue meetings?
When you are on sick leave for a long time, your employer must follow you up through dialogue meetings. The dialogue meeting is a conversation between you and the employer to talk about work ability, facilitation and the way forward. The purpose is to find solutions that make it possible for you to be fully or partially employed – as early and as safely as possible.
The employer has a duty to facilitate and must take the initiative for the follow-up. You have a duty to participate. This means that you must provide information and cooperate so that the absence is as short as possible.
What is the difference between dialogue meeting 1 and 2?
- Dialogue meeting 1 is held by the employer, normally within seven weeks of you being on sick leave. It is the employer who must summon. You have a duty to participate.
- Dialogue meeting 2 is held by NAV if the sickness absence lasts longer, usually around 26 weeks. NAV convenes. You have a duty to participate.
Both meetings are based on the follow-up plan and are about measures and facilitation. If appropriate, the employee representative, the occupational health service and/or the safety representative may participate. In dialogue meeting 2, the doctor on sick leave may also participate.
How can the dialogue meeting help me get back to work?
The meeting provides an opportunity to talk specifically about what you can do and what you cannot do. You can also talk about how the employer can facilitate. For example, it can be about:
- Adjusted tasks
- Working hours
- Tempo
- home office
- Graded sick leave
- physical facilitation.
The dialogue meeting is an important opportunity to find solutions so that you get well as quickly as possible. NITO recommends that you take advantage of the opportunities that lie in the dialogue meetings.
What can I do to get the most out of the dialogue meeting?
Prepare yourself by thinking through:
- What works, and what is demanding in the job now?
- What tasks can you possibly perform?
- What tasks can you not perform now?
- What support or adaptation do you need?
- What does it take for you to get back to work?
Be honest about function and needs. You do not need to share more private health information than necessary.
How can I get my employer to contribute in the best possible way?
Be clear about what it takes for you to be able to function at work. Ask for concrete measures. The employer has a duty to consider adaptation, but good solutions require dialogue and cooperation.
How can NITO help me?
If you wish, you can ask to have a union representative from NITO with you in the dialogue meeting. It may be a good idea if the case is demanding or you feel unsafe. If you have legal questions, you can submit a case on my page.
Questions and answers about dialogue meetings
Do I have to participate in dialogue meetings?
Yes. As a general rule, you are obliged to participate in a dialogue meeting as part of the follow-up of sickness absence.
Can my employer require me to attend even if I am sick?
Yes, the dialogue meeting is part of the follow-up when you are ill. If attendance is difficult, the meeting can be held digitally or adapted.
Should dialogue meetings always be held?
A dialogue meeting shall not be held if this is unnecessary. For example, it may be because you are about to return to work or if it has been documented that you are seriously ill. If you are on partial sick leave, it is also not required by law to hold dialogue meetings.
Is it harassment to be called to dialogue meetings when I do not want it?
No, not in the first place. Convening a dialogue meeting is a statutory duty for the employer and is not considered harassment in itself. However, the form and conduct of the meeting must be prudent and respectful.
Can I bring a lawyer from NITO?
No, lawyers from NITO do not participate in dialogue meetings. However, you can bring your union representative, the occupational health service or someone else to the workplace you trust.
If you have legal questions, you can submit a case on my page.
Do I have to follow my employer's routines for sick leave?
Yes, you should follow the company's routines, such as how sick leave is reported.
I do not want to sign the minutes – can NITO consider it?
It may be a good idea not to sign the minutes in the meeting itself. Instead, ask for time to read through afterwards, before you sign. If you have questions about wording or content, NITO can help you assess the content.
What should I say, or not say, in the dialogue meetings?
It is a good idea to talk about function and ability to work, not diagnosis or private circumstances. You decide how much health information you share.
Does my employer have the right to know my diagnosis?
No. The employer does not have the right to know the diagnosis. It is sufficient to talk about what you can and cannot do in your job. At the same time, transparency is often the key to finding good solutions and creating trust.
How should the dialogue meeting be held?
The meeting must be conducted in a considerate manner. If you need shielding, you can request a suitable meeting room or digital meeting.
What do I do if I am on sick leave because of work?
If your job is the problem and the reason for your sick leave, you should contact your union representative. Together you can find solutions. If appropriate, the safety representative, HR or the occupational health service can contribute.
NITO is here when it matters
Many people do not know where to start when uncertainty arises in working life. As a trade union, we are here to give you security, support and concrete advice – when you need it most.
