Illness and sick leave
For employees. Shortcuts, overview and guidance on illness and sick leave.
If you become ill during the working day and therefore need to leave the workplace, you must notify your immediate superior. You do not need to submit self-certification of absence for this day.
Notify your manager as soon as possible
For the first full day of absence, you must report that you are off sick to your immediate superior or the switchboard as soon as possible, and at the latest by the end of the working day. This applies whether you use self-certification or you have a doctor’s certificate.
NTNU is an Inclusive Workplace (IA). This means you can use self-certification for up to eight calendar days at a time, and for up to 24 days in total during the last 12 months.
Remember to record your self-certified absence in PAGA when you are back at work again.
If you have used up your self-certification days
If you have used more than 24 self-certification days during a 12-month period, your employer can decide that you no longer have the right to use self-certification.
If you lose the right to use self-certification, you must submit a medical certificate from the first full day of absence. Before a decision on this is made, you must be given the opportunity to comment in a statement.
From the ninth day of absence, you must have a medical certificate to document your illness. You should submit the certificate as soon as this is possible in practice, and no later than two weeks after the ninth day of absence. Your employer is not entitled to know what your diagnosis is.
Submit Part C and Part D to your immediate superior. You must fill in and sign the employee declaration form on part D.
17 days- 4 weeks
The employer must take the initiative to create an individual follow-up plan in cooperation with you. This work should start now.
Follow-up plan at 4 weeks
After you have been on sick leave for 4 weeks, you and your immediate superior with personnel responsibility must work together to create an individual follow-up plan for you. The plan must be revised in the absence period in connection with the dialogue meetings.
The follow-up plan must be drawn up whether you are on full or partial sick leave, and it is sent to the person who issued the medical certificate.
The follow-up plan must include:
- an assessment of your duties as an employee in relation to your functional capacity
- relevant measures on the employer’s part to improve physical, organizational or psychosocial conditions
- relevant measures with the assistance of the authorities
- a plan for further follow-up
The plan should also include information about:
- the date of the sickness absence notification and estimated length of the sickness absence
- whether the absence is work-related and whether it is an occupational injury
- the date when it is estimated that you can start working for part of the time (partial sick leave)
- the date of the follow-up meeting
- goals during the period until the next meeting
Dialogue meeting 1 at 7 weeks
Your employer must arrange a dialogue meeting with you within seven weeks after you were reported sick. Dialogue meetings generally apply to employees on 100% sick leave, but they can also be held for employees on partial sick leave if the employer believes this is necessary.
In principle, only you and your employer participate in the dialogue meeting. The person who issued the medical certificate is asked to attend if both you and your employer want this, or if you want this.
What should be discussed?
Together, you go through the follow-up plan. Your ability to work and any adaptation measures should be discussed.
Dialogue meeting 2 at 26 weeks
The Norwegian Labour and Welfare Administration (NAV) is responsible for convening dialogue meeting 2 for you and your employer. The person who issued the medical certificate or other health professional participates if NAV believes this is sensible.
The employer must send the updated follow-up plan to NAV at the latest 1 week before the meeting.
Dialogue meeting 3
NAV convenes dialogue meeting 3. No exact date is specified for this meeting, but after 39 weeks of sick leave, NAV sends an information letter to the person on sick leave with an offer of a dialogue meeting.
Apply for a work assessment allowance
At this meeting, a work assessment allowance (AAP) should be considered. As an employee, you must apply to NAV for a work assessment allowance yourself if the illness is expected to last more than 12 months. You can also submit a claim for a disability pension (uførepensjon) to NAV, if the illness is of a long-term nature.
You must also apply for a disability pension from the Norwegian Public Service Pension Fund (SPK) at least 3 months before the maximum date for sickness benefits from NAV. Submit the application electronically via “Min Side” (“My Page”) at www.spk.no
The HR staff also send a pension notification to SPK about 3–4 months before your salary stops (the maximum date). Your salary stops on the 1st of the month after the maximum date.
While you are on sick leave, your immediate superior must keep in touch with you at least every 4 weeks, and must update the follow-up plan.
12 months +
After 12 months have passed, you are no longer entitled to sickness benefits from NAV.
However, your employer has a duty to take steps and make adjustments in the workplace as long as there is still a possibility that you might come back to NTNU – for example, if you apply for a work assessment allowance.
Leave of absence from your position
At NTNU, a year of leave without pay is usually granted after one year of absence due to illness. If you want to keep your original position when your right to sickness benefits ends, you must apply for leave of absence from your position.
After one year’s unpaid leave of absence, the employer may consider whether there are grounds for dismissal.
If you, as an employee, have been on sick leave for 24 months, and there is still no prospect of improvement in your capacity for work, ending the employment relationship will be considered.
Contact your manager or local HR (in Norwegian)
Rules and regulations
Folketrygdloven (in Norwegian)
Statens personalhåndbok (in Norwegian)