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Yes. If you are prevented from working after starting work due to illness or accident without being responsible for this intentionally or through gross negligence, you are entitled to continued payment of remuneration. The continued payment of remuneration is intended to protect you from having an economic disadvantage in the event of illness.

  • In the 1st year of service: 6 weeks
  • From the 2nd to the 15th year of service: 8 weeks
  • From the 16th to the 25th year of service: 10 weeks
  • From the 26th year of service: 12 weeks

This remuneration entitlement applies to both blue-collar and white-collar workers per year of work. For each additional 4 weeks, you retain the right to half of the salary, which is paid by your employer, the other half is paid by the respective health insurance company as sick pay. After these periods have expired, you will receive full sick pay from the respective health insurance company.

In the event of an accident at work or in the event of an occupational disease, you will receive continued payment of remuneration regardless of other periods of inability to work due to illness. Until the end of the 15th year of work, you are entitled to 8 weeks per accident at work. This entitlement exists per case and not per year of work.

The amount of your continued payment of remuneration is calculated according to the default principle, i.e. you will receive the remuneration you would have received if the work had not been cancelled due to the incapacity for work. If the amount of this remuneration cannot be determined, you are entitled to the average of the last 13 weeks worked full.

Yes. You must report your illness to your employer immediately. For example, you can call or write an e-mail, although written information is easier to prove. It is best to report sick first by telephone and - especially in larger companies - again in writing. 

In principle, you do not have to present the medical sick leave confirmation. However, if your employer requires this, you must send a copy of it to your employer as soon as possible. 

IMPORTANT: If you are asked to submit a medical certificate, then you are not entitled to continued payment of remuneration as long as this medical certificate is not presented.

Yes, you can also be dismissed while on sick leave. In this case, however, the entitlement to continued payment of remuneration remains in force even beyond the notice period until the end of the sick leave or until the expiry of the period of entitlement to continued payment of remuneration.

If you are sick for more than 3 calendar days while on holiday, your holiday will be interrupted. The days you were sick will be added to your remaining holiday credit.

ATTENTION: The employer immediately notifies the employer of any sick leave. On request, a confirmation of the duration of the sick leave must be presented, otherwise you lose your entitlement to the remuneration. However, an omission is not a reason for dismissal.

If you fall ill abroad, you must submit an official confirmation to your employer in addition to the sick leave confirmation. This must confirm that the sick leave certificate was issued by a person licensed to practice medicine. 

This official confirmation is not required if the treatment took place in a hospital and the sick leave certificate was issued by a hospital. The interruption due to illness does not extend your holiday!

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