Employee medical certificate for sick leave

The document usually identifies the person assessed, the date of assessment and the period or restrictions advised by the clinician. It does not need to disclose every private medical detail to an employer. A certificate is based on your clinical situation, so a consultation may include questions about symptoms, examination and the demands of your job.

Workplace procedures differ. Your employer may ask for a particular format, delivery method or review date. A certificate is different from simply telling your manager that you are unwell; it is clinical documentation intended to support a period of absence or adjusted duties.

Arrange a GP consultation promptly when you need an assessment or documentation. Take the employer’s instructions, your job details and any relevant medicines or previous certificates. Explain when symptoms began, what tasks you cannot safely perform and whether lighter duties or remote work might be possible.

Send the completed certificate through the approved workplace channel and keep a copy. Do not alter dates or wording. If you remain unwell when the advised period ends, arrange review rather than assuming the original certificate continues.

Seek urgent care for severe breathing difficulty, chest pain, fainting, new confusion, sudden weakness or symptoms that are rapidly worsening. For less urgent illness, book an assessment if symptoms prevent normal work, do not improve, or return after you resume duties. Persistent exhaustion, low mood or difficulty coping may warrant support for burnout as well as a work assessment.

Ask what period of leave or work adjustment is medically advised, what warning signs should prompt review, whether a follow-up is needed, and what information can be shared with your employer while protecting your privacy.