"Picture waking up with a low fever and a sore throat, sending one message that you will not be in today, then turning off your phone and going back to sleep. No doctor's note. No laptop. No guilt. In the United States, the same move can set off alarms. Many employers run points-based attendance systems or require immediate proof even for a one-day absence. A single same-day callout can cost you points, and repeat short absences can trigger discipline or termination."
"First, the pay floor is statutory. Countries hard-code sick pay into law, often from day one or after a short waiting period. The percentage and who pays change with time off, but the right exists independent of your manager. Second, the system assumes rest beats presenteeism. If you are sick, you are expected to be offline."
Many European countries let employees self-certify short illnesses and provide statutory sick pay, often from day one or after a short waiting period. Employers expect sick employees to be offline and prioritize recovery over working from bed. Self-certification windows vary by country but commonly remove immediate medical proof requirements for brief absences. The U.S. often uses points-based attendance and requires rapid verification for one-day absences, which can lead to discipline or termination. Cross-border teams need clear playbooks for handling sick days and should recognize administrative red flags that are policy-driven rather than personal.
Read at Gamintraveler
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