Questions about Conperio business

Conperio carries out its activities using the 5-step method:

  1. Audit, preliminary analysis of sickness absenteeism in the company based on the data provided by the company and benchmarking its indicators with market data
  2. Field research to verify medical certificates of incapacity for work
  3. In-depth analysis of reasons for sickness absenteeism based on employee feedback and suggestions.
  4. Monitoring sickness absenteeism by means of the Conperio system, to which the HR department will have access
  5. Reports, enabling the client to observe the decrease in sickness absenteeism

To meet the highest ethical standards, employees are informed that their employer uses the services of a consulting firm to audit sick leaves. We do not inform the employees about the dates of checks, but they are aware of a possibility of such verification. Our checks are only aimed to eliminate fraudulent sick leaves.

Verification of medical certificates of employees’ incapacity for work is fully compliant with Polish legislation. Actions taken by Conperio are fully legal.

We guarantee full discretion to entrepreneurs who want to remain anonymous while using our services.

Questions concerning sickness absenteeism

The inspection may cover employee’s absence due to:

  • employee’s sickness

In this case, it is checked whether the employee is not in gainful employment or does not use the sick leave in a manner contrary to its purpose

  • care of the sick child or other sick member of the family

It is also checked if, beside the person insured, there are no other family members living in the same household who could provide care (this does not apply to care of a sick child under 2 years of age).

  • taking advantage of a rehabilitation benefit

The report is drawn up only if it is established that the insured person has improperly used the medical certificate of incapacity for work. The employee has the right to read the report and submit his/her comments (e.g. he/she may explain the reasons for doing something contrary to the doctor’s recommendation).

An employee who, during his/her sick leave, performs gainful employment or uses this leave contrary to its purpose, loses the right to remuneration for the entire period for which the medical certificate on incapacity for work was issued.

  • during his/her illness, the employee should adhere to medical recommendations
  • it is assumed that in each case he/she should stay at home
  • the “need not be confined to bed” recommendation only authorises the employee to perform ordinary everyday activities, e.g. going for a treatment or medical check-up, necessary shopping for a single person. It means that the employee on sick leave may perform only such activities that do not contribute to the deterioration of his/her health condition
  • the medical certificate should include an actual address of the employee’s stay during his/her illness
  • the doctor completing the medical certificate should be informed thereof

The employee’s absence may be justified if it is established that the employee, e.g. had to visit a doctor, had his/her prescription filled in a pharmacy, was undergoing rehabilitation, made the necessary purchases. Failure to explain the reasons for absence within the prescribed period is a ground for the employer to refuse sick pay.

The employer’s representative has the right to check the use of sick leave at any time and on time off covered by the sick leave period.

Pursuant to Art. 62.1 of the Act of 25 June 1999 on cash social insurance benefits in respect of sickness and maternity (Journal of Laws of 2010 No. 77, item 512), the employee should provide the employer with the medical certificate of incapacity for work within seven days of its receipt.

The employee should notify the employer within 48 hours, and provide his/her superior with the reason for his/her absence.