Emailing in Sick: Navigating the WFH Policy Maze

Working from home (WFH) has become a norm in today's interconnected world. However, managing sickness during WFH can present unique challenges, especially when it comes to communicating with your employer. Here's a detailed guide on how to navigate these policies and procedures effectively.

Types of Illness and Corresponding Actions

When you are truly ill with a stomach bug or any other medically manageable condition, it's essential to ensure your employer is aware of your incapacity. A common mistake is working while sick, which can exacerbate your condition and potentially infect others. Instead, prioritize your health and let your employer know promptly.

For conditions like gastrointestinal issues, providing visual evidence, such as photos of your condition, can be effective in convincing your employer. This approach is simple and conclusive, leaving no room for argument. Remember, the goal is to ensure your employer believes you need to take time off, so they approve the request without hesitation.

Company Policy and Procedure

The procedure for taking sick leave varies widely depending on your company's specific policies and procedures. However, the general steps are quite similar whether you are working in an office or from home.

In the past, I worked in an office where the process involved sending a supervisor a message regarding my inability to come in due to a personal illness, medical appointment, or any other unforeseen circumstance. My supervisor would then code me out. This process was straightforward and inclusive, as we had multiple means of contact, including phone numbers and messaging apps like Slack or Teams.

Now, working from home, the process is essentially the same. You still need to message your supervisor to inform them of your situation. However, with WFH, you have the added responsibility of coding your own sick time if you cannot physically log in."My supervisor may or may not see my message immediately, but as long as I’ve reached out, it is considered acceptable to code the sick time myself. My supervisor reviews these requests, but in my experience, they have always been approved.

Always ensure you check your company’s specific policies and procedures for sick leave. Some companies require documentation or more advanced notice, and extended absences may follow a separate process. For example, in my case, any period of more than five days of sick time requires a separate process. Knowing these policies beforehand can prevent any surprises and ensure you get the support you need during such times.

Check with Your Supervisor or HR

The safest approach is always to check with your supervisor or HR to understand the exact policy at your workplace. This is crucial because procedures can vary significantly between different organizations. Misunderstanding or miscommunication can lead to complications such as being denied sick leave or needing a second chance due to misleading information. Ensuring you have the right information upfront can prevent these unnecessary headaches.

While there are ways to convince your employer of your need to take sick leave by providing visual evidence, relying on such tactics can be unethical and stressful. It’s better to be honest and transparent about your health condition, allowing your employer to make informed decisions. This approach fosters a culture of trust and mutual respect, which is essential for any workplace.

In conclusion, while the general process of requesting sick leave remains consistent whether you are working from home or in an office, the specifics can vary widely. Always check your company’s policy, communicate transparently, and follow the prescribed procedures to ensure a smooth and supportive experience during times of illness.