Sick leave, medical period & return to work
A clinician documents medical facts and recommendations. The employer records an absence and applies its lawful leave process. Local rules, the employment record and the statutory medical period control different pay and protection questions. None of those records alone decides whether a person is fit for a specific role or whether employment may end.
10practical source-linked guides
Immediate help
Do not wait for a sick-leave form, employer approval, payroll confirmation or a medical-period calculation before seeking emergency help. Administrative records can be preserved after immediate safety and medical needs are addressed.
A hospital document is not an employer decision
The provider controls what it can truthfully issue from the actual visit. The employer must separately state the lawful submission, absence and payroll process it applies.
Ordinary sick leave is not the statutory medical period
Track day-to-day leave, pay and attendance separately from the national protection period calculated from service history and accumulated absence.
Return to work is role-specific
A clinical recommendation, a work restriction, an employer's proposed role and a legal employment decision have different purposes and decision-makers.
Complete collection
Each guide states its source scope, review date and next scheduled check. Local examples are not presented as nationwide promises.
All healthcare guidesStart with the foreign employee's lawful employment record, the actual care route, the provider-issued document and the employer's written absence process.
22 min read · R1
Map lawful foreign employment, medical evidence, employer leave, sick pay, the medical period, return to work and immigration as separate records.
Read the guide22 min read · R1
Check the actual visit, issuing authority, truthful clinical basis, seal, recipient and privacy boundary before submitting medical evidence to an employer.
Read the guideIdentify the controlling local sick-pay rule and payroll base, then calculate the medical-period entitlement and accumulated absence on a separate ledger.
22 min read · R1
Start with the national eighty-percent local-minimum-wage floor, then verify the city rule, calculation base, service record, contract and payroll dates.
Read the guide22 min read · R1
Verify service years, the first sick-rest day, accumulated dates, holidays and any special-disease extension before relying on a medical-period result.
Read the guideKeep clinical recommendations, job restrictions, alternative work, contract expiry, protected periods, notice, compensation and dispute routes distinct.
22 min read · R1
Separate clinical recommendations, employer leave closure, job restrictions, sensitive health data and any later alternative-work decision.
Read the guide22 min read · R1
Audit Articles 40 to 45, original and alternative work, notice, one-month wage, compensation and dispute evidence before any post-period decision.
Read the guideUse the current sick-pay, medical-period, certificate, payroll and dispute framework for Beijing, Shanghai, Guangzhou or Shenzhen without applying one city's formula elsewhere.
31 min read · R1
Separate Beijing medical certificates, employer leave, sick pay, the national medical-period matrix, return to work and employment decisions.
Read the guide34 min read · R1
Use Shanghai's sick-pay base, service coefficients, 80% floor and N+2 medical period while separating certificates, return to work and dismissal.
Read the guide31 min read · R1
Separate medical evidence, employer sick leave, Guangzhou pay, the national medical period, return to work and any later employment or work-permit decision.
Read the guide32 min read · R1
Apply Shenzhen's current 2026 sick-pay regulation while keeping medical evidence, the national medical period, job fitness and employment decisions separate.
Read the guideThis collection is for illness or injury that is being handled as non-work-related. A workplace accident, occupational exposure, suspected occupational disease or other potentially work-related event may require the separate work-injury and occupational-health route, including its own evidence, recognition, treatment and suspension-of-work-with-pay rules. This collection provides source-led administrative navigation. It does not diagnose illness, classify an event as work-related, decide whether leave is medically necessary, calculate an individual's wage or statutory medical period, determine fitness for a job, design an accommodation, decide whether a dismissal is lawful, extend a work permit or residence permit, or replace advice from a qualified clinician, occupational-health professional, labour lawyer, trade union, payroll professional or responsible authority. Employer rules and local wage standards can change. Confirm the actual contract, lawful company policy, service history, absence ledger, current city rule, medical record and employment-permit status before acting.
