Finding yourself in a situation of temporary disability , also known as sick leave, is very common. A worker may suffer an accident, become ill for a period of time or even undergo medical interventions that prevent him from continuing his normal work activity. This situation not only affects the employee, but also the company and social security itself.
Temporary disability is granted when a worker, for health reasons, cannot perform his or her job for a certain period of time . Depending on the cause, it may be of common origin (illness or non-occupational accident) or of professional origin (work accident or occupational disease).
During this time, the worker is entitled to receive a financial benefit to compensate for the loss of income. But how long can a sick leave last? How is it managed? What rights does the worker have in this situation? Below, we clarify some key points to better understand this process and we will look at some new features.
Special situations of temporary disability
In addition to situations of common or occupational illness physician database and accidents, whether or not they are occupational. From June 1, 2023, the following are considered special situations of temporary disability due to common contingencies:
- Those in which a woman may find herself in the event of secondary incapacitating menstruation .
- That due to the interruption of pregnancy , whether voluntary or not, while receiving health care.
- The gestation of a working woman from the first day of the thirty-ninth week.
Requirements
To be eligible for temporary disability benefits, a improvements and repairs number of requirements must be met:
- Be affiliated and in good standing or in a situation similar to being in good standing on the date of the event causing the situation, while receiving health care from Social Security and being unable to work.
- Quoted time:
- 180 days within the 5 years immediately preceding the event causing the illness, in the case of common illness .
- No prior contribution period is required in cases contact lists of work-related accidents or occupational diseases, nor in cases of pregnancy interruption or incapacitating secondary menstruation.
And what about in cases where the woman is pregnant from week 39 onwards? Well, depending on the age of the worker, a minimum contribution period will be required.