Occupational health management (OHM) comprises the systematic planning, implementation and evaluation of measures to promote the health, well-being and performance of employees. In connection with short-term and long-term absences, occupational health management includes targeted absence management that identifies absences at an early stage, analyses causes and derives measures for reintegration and the prevention of further absences. Clearly formulated work regulations are an important part of OHM. They create transparency through defined procedures for sick notes, return-to-work interviews and support services – such as the reWork profile, early DI assessment or case management – and support responsible cooperation.
The use of systematic absence management
Structured absence management helps companies to reduce absenteeism and promote employee health.
It offers the following advantages:
- Early detection: By systematically recording absences, health problems can be recognised at an early stage and appropriate measures introduced.
- Maintaining the ability to work: Employees with health restrictions receive targeted support for a successful return to work.
- Promoting health and motivation: Actively supporting employees shows appreciation and strengthens employee loyalty.
- Cost reduction: Early intervention helps to avoid longer downtimes and their subsequent costs.
Structure and clarity: A standardised procedure creates transparency and enables a uniform approach to absences.
An addition to the labour regulations is intended to support successful reintegration and create transparency:
The work regulations should inform employees about the planned support measures in the event of health impairments in order to facilitate successful reintegration and long-term job retention. The instruments – reWork profile with certificate of capacity to work, DI early assessment and possible case management – should be used according to the situation and needs in order to ensure the best possible support. The aim is to work together to support a gradual and resource-orientated return to work in the long term.
Continued salary payments ensure that employees continue to receive an income for a statutory or contractual period if they are unable to work due to illness. Employers can fulfil their legal obligation by taking out daily sickness benefits insurance, which generally covers 80% of the salary for up to 720 days. According to Art. 324a CO, this entitlement is considered to exist if the employment relationship lasts longer than three months and the absence is not the fault of the employee. The duration of continued salary payment is based on cantonal scales. A medical certificate is required to confirm the entitlement.
Daily allowances are salary replacement benefits that insured persons receive from daily sickness or accident benefit insurance if they are temporarily unable to work due to illness or accident and are unable to earn a regular income.
Daily sickness allowance insurance:
Purpose: Covers the loss of earnings in the event of incapacity for work due to illness.
Benefit: Usually 80% of the insured salary, other percentages depending on the contract.
Duration: Usually up to 720 days within 900 days, depending on the insurance conditions.
Waiting period: There is often a waiting period of a few days (e.g. 90 days) before the daily allowance payments start.
Accident daily allowance insurance
Purpose: Covers loss of earnings in the event of incapacity for work due to an accident.
Benefit: According to the accident insurance: 80% of the insured salary from the 3rd day after the accident.
Duration: Until return to work, until a disability is recognised or until retirement.
Use of care / case management:
If it is possible to use case management (provided by the employer or insurer), this offers coordinated support for people who are unable to work when they return to work. It ensures close co-operation between employees, employers, doctors, insurers and DI offices in order to clarify complex social, health and insurance issues. Case management mediates between the parties involved and ensures that the affected employees receive appropriate support for their recovery and professional reintegration.
In the event of prolonged absences due to illness, employers should seek dialogue with their pension fund at an early stage in order to jointly examine preventive measures – with the aim of regaining the ability to work and preventing premature retirement.
Counselling services independent of DI registration:
Employers receive general information about the DI mandate and benefits, about registering for early detection or about registering people who are at risk due to a health problem.
Use of early detection:
The early assessment is not an application for DI benefits or a pension review, but an orientation meeting with a disability insurance specialist. The DI office will check whether it makes sense to register with the DI. After an DI registration, measures to promote early occupational (re)integration or to prevent imminent invalidity can be granted
Early intervention measures enable steps to be taken quickly and easily to preserve the employee‘s job (e.g. workplace adjustments) or a possible internal redeployment. The aim of reintegration measures is to restore, improve or maintain a person‘s ability to work. Early intervention and integration measures include, for example: counselling for job retention, training for partial ability to work, (re)qualification, job placement, work trials, coaching.
As a rule, a short-term absence applies if the incapacity for work lasts less than 30 days.
Long-term absence is defined as an absence of 30 days or more due to health restrictions.
Recommendation for the use of the reWork profile with certificate of capacity to work:
It is recommended to check the partial ability to work if one of the following situations exists:
- after the second or third week of incapacity for work
- for the second medical certificate
- in the event of long-term absence
The reWork profile can be used to check whether an adapted workload, an adapted workplace or an adapted activity is possible according to the available resources – and to what extent a gradual return to work can be sensibly implemented.
The reWork profile can be used several times if required.