Attention to employees on sick leave remains essential, especially when substantial changes affect their status. Royal Decree No. 1060/2022, issued on 27 December and published in the Official State Gazette, amended Royal Decree No. 625/2014. The update marks a meaningful shift in how temporary disability is managed and monitored, aligning oversight with the evolving landscape of social security and public health.
The principal change is that doctors may initiate medical checks earlier for workers on sick leave. This can lead to a shorter duration of leave than initially estimated, with the exact timeline depending on each employee’s specific work situation. The reform empowers co-insurance companies or Public Health Service doctors to set review intervals that better reflect the expected length of the illness. Examinations are now tied to the projected duration of the leave, aiming to provide timely, appropriate medical guidance. This article outlines four scenarios that may arise based on the estimated withdrawal time, drawing on Social Security guidance and practical implementations in workplaces across Canada and the United States for comparable administrative frameworks. [Citation: Social Security guidance]
1. Short Term Leave
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When the physician anticipates a brief absence, a medical review date is arranged at the next appointment. During this check, the doctor determines whether continued leave is necessary or if the worker can return to duties. The emphasis is on early reassessment, proactive planning for an earlier return, and clear communication among the employee, physician, and employer to minimize uncertainty. [Citation: Workplace health protocols]
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2. Medium Term Leave
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In cases where the leave is expected to be intermittent, a second health inspection point is set. At this review, the doctor reassesses the worker’s condition and decides whether an extension of leave is warranted or if a return to work is feasible. The approach supports flexible scheduling, ongoing monitoring of recovery, and coordination between health services and human resources to align work capacity with actual health status. [Citation: Canadian and American administrative practices]
3. Long Term Leave
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For extended withdrawals, multiple review points are established throughout the leave period. These examinations allow the physician to monitor progress, adjust care plans as needed, and make informed decisions about when the worker can resume duties. The framework prioritizes evidence-based decisions and transparent communication to help employees plan their lives and employers manage workforce needs during prolonged absences. [Citation: Long-term disability guidelines]
4. Indefinite Leave
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Where the duration of leave remains uncertain, periodic medical examinations are scheduled to assess how the worker’s condition evolves and to determine when a return to work is appropriate. This approach supports dynamic risk assessment and ensures that both employee well-being and organizational continuity are considered in tandem. [Citation: Dynamic risk assessment standards]
These changes in medical checks signal a significant shift in the management of temporary disability and can influence both the length of sick leave and the timing of a return to work. It remains important for employees to stay informed about these new regulations and to maintain open communication with their doctors and employers to ensure a smooth transition from leave to work, with awareness of local regulatory nuances in Canada and the United States where similar administrative adjustments may apply. [Citation: Regulatory updates in North America]