Can we have a blanket sick certificate for future absences?

Normally, no. The certificates are evidence of being unfit for work at the time of the assessment. Nevertheless, the physician can provide a detailed letter confirming your condition and the likely need for periodic leave, which would help HR establish a plan to manage your absences.

Am I obliged to tell my employer I am chronically ill?

Unless you are a person working in a high-risk job and can, therefore, be deemed unsafe without the employer being notified, for example, operating heavy machinery where safety disclosure is required, disclosure of your diagnosis is not a legal requirement even if the condition does impact your capacity to perform the inherent requirements of your work correctly. However, if you are requesting adjustments at work, you must disclose your functional limitations.

What can I do if my employer doesn't accept my certificate?

The Fair Work Act states that certificates from registered medical practitioners are the primary evidence of personal illness. If your employer dismisses such evidence without giving a legitimate reason, then you may have grounds for dispute. Make sure your medical certificate clearly specifies the work absence dates during which you were sick.

Can telehealth doctors help with long-term care plans?

Yes, telehealth doctors can help you with care plan-related paperwork, such as certificates and referrals. However, for comprehensive Chronic Disease Management Plans (GP Management Plans) that attract Medicare rebates for allied health, a face-to-face consultation with a regular GP may be preferred in some cases, although some aspects can be handled via telehealth.

Certificates Supporting Long Term Condition Management AU

Introduction

It is frequently stated that living with a chronic illness is equivalent to having a full-time job in itself. Besides the physical and psychological exhaustion resulting from symptom management, a massive bureaucratic burden is an essential part of the deal, albeit it is hardly ever recognised. For the millions of Australians living with chronic health conditions, be it autoimmune diseases, chronic pain, long-term respiratory or metabolic problems, the question of working is not only about receiving clinical care; it is also about having the proper paperwork.

For many workers, the dilemma is more than taking an occasional sick day; it is the need for ongoing, possibly intermittent, absences or adjustments to the work environment. "Pushing yourself" is hardly ever a winning camp for a person with a long-term illness. Instead, one should share openly with the employer, whose understanding should be supported by appropriate medical documentation.

At Prime Medic, we know that patients with long-term health conditions require a care team, and not just a one-off transaction. We have developed a user-friendly, supportive telehealth option for Australians to obtain a long-term condition medical certificate or a chronic condition work note. This helps support your documentation needs in a more manageable way, and you can concentrate on the things that really matter: your health and your job.

Looking for help with care documentation? Get our online ongoing care support process and help support your work and health balance.

When Your Health Condition Causes Absenteeism

Long-term conditions, unlike simple colds or flu, which have a definite start and end point, are, by definition, more complex and prone to fluctuations. The person with the illness can work efficiently and at their best for a reasonable period. Still, they eventually have to deal with a flare or extreme tiredness that may significantly limit their ability to work.

The Invisible Factor in Employee Absences

In recent years, employers have implemented a range of changes to facilities and procedures to ensure a safe workplace for all.

Consequently, many workplaces are gradually returning to pre-pandemic operations. However, individuals living with long-term conditions (LTCs) may find this transition challenging. Managing a long-term health condition often involves daily choices, and individuals with chronic illnesses need to be particularly careful in navigating this care.

Physical symptoms, emotional distress, and fatigue are common challenges

Chronic fatigue and low energy levels resulting from long-term conditions can often present significant barriers to maintaining regular work hours. It is at times difficult for the individual suffering from the symptoms to acknowledge that they have a health problem, as they are often invisible and therefore not directly noticed. Medical documentation can assist employees when requesting workplace accommodations or time off when they need it most.

Fatigue and stamina: Many chronic illnesses cause patients to feel very tired and low in energy, so they may require an extra hour or two of rest during the day or a shorter work schedule to avoid burnout.
flare-ups: conditions such as rheumatoid arthritis, irritable bowel syndrome, or migraine may worsen unpredictably of illnesses that can unexpectedly worsen, resulting on such occasions in a person being absent or not fully able to perform work duties during a particular day or days, which has to be done flexibly about the requirements of work and the employer's understanding;
treatment appointments: these may include visits with specialist doctors or other healthcare professionals that require a time commitment and therefore cannot be done solely from home; they are necessary days for recovery/maintenance during which the employee can work at their best afterwards.

If you want your work colleagues and manager to understand why you sometimes need to take time off and respect your situation more, you can simply work with your GP to get a letter or work statement for your need to rest at home.

Employer Documentation for Long-Term Management

Understanding the law and knowing what the legal provisions are is a must when you have a chronic illness and are working. The Fair Work Act 2009 is a comprehensive legislation that protects people with disabilities from discrimination and outlines their rights to personal leave. However, these rights are generally supported by appropriate evidence.

Fair Work Policies and "Reasonable Evidence"

Employees are entitled to take paid personal/carer's leave as per the National Employment Standards (NES).

Recurring absence: When the absenteeism reason is the recurrence of a disease, the employer can request the employee to provide "evidence" for every spell of absence, or one certificate explaining the continuous nature of the illness can be produced.
Work Plans: A doctor's letter can be used not only to certify illness but also to describe a "work plan". This indicates that the patient has a medical condition requiring 1-2 days of absence per month.
Anti-Discrimination: Employers are generally not permitted to discriminate against employees against an employee because of the employee's illness-related absence, provided that the employee has given the employer sufficient notice and evidence.

What Constitutes Valid Evidence?

Medical certificates provided by registered healthcare practitioners are the most recognised evidence of absence due to chronic illness.

Validity: Telehealth certificates are generally accepted in Australia as long as they are issued from a clinical examination-based consultation.
Continuity: Chronically ill patients should consistently record medical certifications from their regular health professional or a consistent healthcare provider, thereby providing a clear account of their history for the HR department.

Knowledge of the legislation and the Fair Work Act requirements helps you understand and assert your rights. Please review our document on the evidence required to meet leave standards and ensure your paperwork is ready for audit.

How Telehealth GPs Confirm Condition-Related Needs

If you are someone who experiences fluctuating symptoms of a chronic condition, going out to the doctor for every new episode or for a work leave note can be tedious. It may increase the risk of contracting other infections rather than improving. Telehealth may offer a more convenient option in some situations for ongoing care documentation.

A closer look at the functional capacity assessment

In a telehealth consultation, the doctor typically evaluates your current functioning in relation to your occupational duties.

Present Condition Stability: Identification of whether this is a new episode or if the illness is stable at present.
Job Requirements: What specific limitations are there for the employee to be able to carry out the inherent requirements of the job? An example of this could be: a teacher with chronic hoarseness may wonder whether it is safe to project their voice; a warehouse employee with chronic back pain may question whether they can lift and carry items safely.
Comprehensive Situation: Factors such as medication (e.g., nausea) and environmental (e.g., climate) influences on workplace safety are among the considerations the practitioner signing the document for a patient with a chronic illness takes into account.

Issuing the Certificate

Upon completion of the evaluation, the doctor may issue an online medical certificate, where appropriate.

Special dates: covering the relevant period of reduced work capacity;
Advice: on which one should avoid exposures or stressors until being well again.

This medical evaluation helps inform decisions about work capacity and suitability in the workplace.

Fit to Work Notes for Ongoing Conditions

One approach to managing work alongside chronic illness is the use of return-to-work documentation or "Fit for Duty" assessment. This concerns not only the moment of being "free from disease" (which rarely occurs with long-lasting diseases), but also safety.

The Approach of Gradual Return

Chronic illness fit to work documentation, a doctor-patient corner of collaboration. It allows for temporary work when, without a doubt, the person returning is still not at full capacity.

Gradual Return to Hours: Start at 50% capacity, then increase gradually as energy is regained over several weeks.
Micro Breaks: Scheduled work breaks of 5 minutes duration every hour to help alleviate stiffness or pain.

The above-mentioned schemes may be considered reasonable workplace adjustments under applicable employment laws. Beyond legal requirements, it is equally constructive for the patient to have their return-to-work documents specify days when they can recover at home, thereby reducing absenteeism and maintaining productivity, supporting both employee wellbeing and workplace planning. Read more on the concept of phased return to work.

Record Keeping and Privacy Considerations

When managing long-term conditions, the amount of paperwork can be overwhelming. Keeping those records safe is extremely important not only for your privacy but also for the security of your information.

The "Need to Know" Principle

A widely held misconception is that employees are compelled to reveal their medical diagnoses to their employers.

Employer's Rights: They are entitled to be informed about your functional limitations and safety considerations, but not necessarily the clinical explanation. For instance, they are required to know that you "cannot lift heavy objects," but not the reason.

Secure Storage: Prime Medic keeps all medical certificates and consultation notes managed in accordance with applicable privacy laws, including the Privacy Act 1988. Should HR request an audit of your leave, you will have easy access to past certificates.