Insured persons of a statutory health insurance who are entitled to sickness benefits are entitled to sickness benefits in case of illness of the child if:
- it is necessary according to a medical certificate (certificate here: from the 1st day of the child's illness) for the insured person to be absent from work in order to supervise, look after or care for the sick and insured child
- another person living in the insured person's household cannot supervise, care for or nurse the child
- and the child has not yet reached the age of 12 or is disabled and dependent on assistance.
Each insured parent is entitled to a maximum of 10 working days per calendar year for each child (in the case of several children, a maximum of 25 working days in total), and a maximum of 20 working days for single parents (in the case of several children, a maximum of 50 working days in total).
If there is no entitlement to leave under the Social Code, e.g. for privately insured persons or civil servants, recourse can be had to the possibilities for leave under collective agreements or the Lower Saxony Special Leave Ordinance. According to this, for example, in the case of serious illness of the child, up to 4 working days of leave can be granted in the leave year, while the remuneration/remuneration continues to be paid (prerequisites as mentioned above).
Please contact Dagmar Rüther in Human Resources for clarification of further options for a leave of absence in individual cases.
- Medical certificate: If necessary, please present the medical certificate to your colleagues in the Human Resources Department. Please add your personal details in advance in the space provided (bottom half/back).
- Exemption: The Human Resources Department will notify you of the appropriate leave of absence, discontinuing continued payment of remuneration, and will return the medical certificate to you.
- Application for sick pay: After that, please apply to your health insurance company for sick pay, presenting the medical certificate that you will receive back with your leave of absence.
It is expressly pointed out that the notes contain summarized information on the relevant legal provisions and cannot replace the study of these legal provisions. It does not contain information on all detailed questions and does not take into account any individual particularities. The above information can therefore not replace any information that may be required in individual cases. Please contact the following colleagues in the Human Resources department if you need clarification or have any questions: