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This is what you must do if a psychologist books your employee off

by , 27 July 2015
Your employee Caroline advised you yesterday that her psychologist wants to book her off on sick leave for a few days (in conjunction with her doctor).

Do you have to agree to this? How do you determine if this is a genuinely medical issue? Read on to find out.

Ensure the psychologist is a registered medical practitioner 

Firstly, if Caroline submits a medical certificate issue by a registered medical practitioner, which says she's unable to work due to sickness, she's entitled to take paid sick leave. As long as paid sick days haven't been exhausted.
 
It's likely that both the psychologist and doctor she's seen are registered medical practitioners who are qualified to give a prognosis. But you can give either of them a call to check up on this if you want to make 100% sure. 
 
If you happen to find out that the psychologist and/or doctor she's been to isn't a registered medical practitioner, you don't have to accept the medical certificate and you don't have to pay her sick leave.

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Confirm that the employee is unable to work due to her condition

Once you've confirmed she really isn't well she has given you a medical certificate issued by her psychologist who is a registered medical practitioner, you must ensure that she's unable to work due to her condition.
 
The best thing you can do to seek confirmation on this is to send Caroline to your own preferred practitioner (at your own cost).
 
If you doctor confirms that Caroline is in fact unable to go back to her daily duties due to a medical condition, she's entitled to take paid sick leave. If he says she's fine to go back to work, you can deny granting her any further paid sick leave.


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