Management of quarantine, childcare and medical leave for employees affected by COVID-19.
If an employee has symptoms of COVID-19 or otherwise feels sick, the employee should call in sick. During the period of illness, the employee will receive sick pay from the employer during the first 14 days, and then compensation from the Swedish Social Insurance Office. If an employee’s child is sick, the employee can stay home to take care of the sick child. Such time is considered as temporary parental leave and entitles the employee to parental benefits from the Social Insurance Office. If a close relative is sick, there are special regulations under which the employee can be on unpaid leave, for a short period, in order to take care of a sick relative.
Employees who fear infection and refuse to work.
Such refusals shall of course be taken seriously, and the employer is responsible for taking measures to make sure that the workplace is a safe environment for employees to perform their work. If the employer has taken reasonable measures, and the employee still refuses to come in to work and is without a valid reason for doing so, it can ultimately be considered as a breach of the employment agreement, giving rise to a cause for dismissal.
Disclosure of employees who are infected.
Information regarding infected employees is considered sensitive personal data which should not be processed by the employer unless there is a specific reason to do so. Generally, the processing and disclosure of such data is unlawful and should therefore be avoided.