“My child is ill and I don’t have childcare, so I’ll report sick as well.” It’s a situation employers sometimes encounter. Not because employees intend to misuse sick leave, but because they are not always aware of the alternatives available to them.
Many people know that different types of leave exist, but not when each arrangement can be used or how to request it. In that situation, calling in sick may seem like the safest choice. Often, however, that isn’t the right solution and in the long term it’s not desirable for anyone.
Absence is not always sickness absence
In practice, we see that sickness reports sometimes conceal a care-related issue, a scheduling problem, or a personal situation. For example, a child who suddenly becomes ill at daycare, a partner who temporarily needs care, or a medical appointment that can only take place during working hours. There are statutory leave arrangements for these situations, but they are not always used.
Common scenarios
- Emergency leave
In unexpected and urgent situations—such as having to pick up a sick child at short notice—emergency leave can be used. This type of leave is short-term and fully paid. - Short-term absence leave
For essential appointments that cannot be scheduled outside working hours, such as a doctor’s visit, short-term absence leave may apply. - Short-term care leave
When an employee needs to provide care for a sick child, partner, or parent for several days, short-term care leave can offer a solution. Employees are entitled to a maximum of twice their weekly working hours over a 12-month period. During this leave, at least 70% of the salary is paid.
The exact conditions and level of continued pay may vary depending on collective labour agreements and employers, but these arrangements do exist. They help prevent situations from being unnecessarily classified as sickness absence.
The importance of clear communication in advance
Organisations that only mention leave arrangements in an employee handbook often find that employees still hesitate when the situation arises. This can be avoided by explaining the different types of leave using recognisable, real-life examples—for instance, during onboarding.
It also helps to train managers to have the right conversation when an employee reports sick. Not in a controlling way, but with curiosity and support: does sickness absence fit this situation, or would another arrangement be more appropriate?
Less absence starts with clarity
Clear communication about leave arrangements lowers barriers, builds trust, and prevents employees from calling in sick when they are not actually ill. This approach contributes to a more sustainable absence policy—for both employer and employee.
