Usually the provision of a medical certificate is regarded as reasonable proof that an employee is unfit or fit to return to the workplace.
In many cases, the reason for absence may simply state – medical condition or illness. An employer cannot expect to see the diagnosis on a certificate nor can an employer question the medical provider for this detail.
A standard medical certificate should include:-
- Name, Address and provider number of medical practitioner issuing certificate
- Name of patient
- Date on which examination took place
- Date on which certificate was issued
- Date(s) on which the patient is or was unfit for attendance at work, and
- Supplementary information to assist the patient obtaining appropriate leave especially when discrepancies occur in when the certificate was issued and the date of the certificate.
As an employer, by law, you have a duty of care to provide a workplace that is safe for all employees, and visitors to the site.
This duty of care can provide you with the ability to seek further information relating to the employee’s ability to complete the inherent requirements of their role in a safe manner and without the risk of harm to themselves or others.
As such, you may request further detail from an employee’s medical provider such as:-
- Do known symptoms have any impact on the employees duties and responsibilities
- Are there any restrictions that should be considered
- Are there any alterations to the workplace that may assist the employee
- Are disclosed medications of any potential impact
- What is the likely length of time any restrictions/alterations may be required
If you require assistance with obtaining further medical advice for your employee, please contact our advisors at 1300 720 004 or [email protected]
Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors such as government legislation changes, may not be up-to-date at the time of reading. It is not legal advice and should not be treated as such.