Long-term care: impact on employers
Long-term care is a new benefit from the health insurance system, which is valid from the 1st of June 2018. Together with this new development, we will inform you about its impact on employers.
The intention of the amendment is to support home care for long-term sick people. Up to this time, there has not been any real possibility to temporary change work to care for a close person without the arrangement with the employer. Even the state has not supported this form.
The long-term care refunds the employee´s income who cares for a close person at home. It will be possible to only care for a person whose health condition requires a minimum 7 days of hospitalisation and the doctor confirms the following home care in a minimum range of 30 days. The people who can receive this benefit could be easily described as a wider family member and a person living in the common home.
The amount of the long-term care is the same as the current care (“CFM” – Care of a family member). The long-term care can last up to 90 days.
The employer is obliged to approve the employee´s absence at work during the provision of the long-term care if there are no weighty operating reasons. The law does not closely specify these reasons. The courts will obviously apply a very strict interpretation of similar points of view for the adjustment of the work time of employees with children.
When returning from long-term care, the employee has the right to return to the same work position, similarly when returning from maternity leave. For the purpose of the holiday, the time of the long-term care will be judged like a work performance. The changes culminate in employee protection for long-term care before termination, similarly to temporary sick leave.
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