A “sick note,” often formally called a “fit note” or a “doctor’s excuse,” is documentation provided by a medical professional to an employer or school. This note verifies that a person’s health condition prevents them from working or attending classes for a specified period. The traditional requirement for a physical, in-person visit is rapidly changing due to advancements in medical practice. Modern healthcare systems now offer several alternatives to the conventional face-to-face medical assessment.
When Self-Certification Is Sufficient
For short-term illnesses, the requirement for medical professional involvement is removed through self-certification. This process allows an employee to formally attest to their illness and inability to work without needing a doctor’s signature. This is the simplest solution for a brief absence.
In many jurisdictions, self-certification is permitted for absences lasting up to seven calendar days, including non-working days like weekends. The employee simply informs their employer of the illness and completes a self-certification form, sometimes referred to as an SC2 form, upon their return to work. This form confirms the dates of the absence and the nature of the illness.
The seven-day threshold is a widely accepted standard, but this period can vary depending on local regulations or a specific company’s internal policy. Before requesting a medical document, employees should always check their company handbook to confirm the exact number of days allowed for self-certification. Employers are typically prohibited from requiring a medical note for absences falling within this short-term window.
If an illness is anticipated to last more than seven days, medical evidence becomes necessary. A healthcare professional may charge a fee if a sick note is requested for an absence of less than seven days, as self-certification is designed to manage these short-term issues.
Obtaining Documentation Through Telehealth
For absences extending beyond the self-certification period, obtaining a medical document remotely through telehealth services has become a widely accepted alternative to an in-person visit. Telehealth involves consulting a licensed healthcare provider using electronic communication, such as a phone call, secure messaging, or a video visit. The provider assesses the patient’s symptoms, reviews their medical history, and determines the necessity for an excused absence.
This remote process is well-suited for common, non-emergency conditions, including viral infections like the flu or common cold, minor skin issues, or other ailments that do not require an immediate physical examination. During the consultation, the provider utilizes the patient’s verbal report and visual cues to make a professional determination. If an absence is deemed medically appropriate, the provider issues a digital sick note.
These digital documents are often provided as a secure PDF and transmitted directly to the patient via a secure online portal or encrypted email shortly after the virtual appointment. The note includes necessary details, such as the dates of consultation, the recommended period of absence, and the provider’s credentials. Providers who can issue these documents include licensed physicians, nurse practitioners, and physician assistants.
Employer and Policy Acceptance Criteria
While a licensed provider can issue a sick note via telehealth, the final acceptance of that document depends on specific regulatory and organizational criteria. The validity of any medical excuse, electronic or paper, hinges on it being issued by a licensed practitioner. The note should clearly state the provider’s full name, credentials, and contact information for potential verification.
A key factor in acceptance is whether the provider is licensed to practice in the state where the patient is located, a requirement that varies depending on state-specific telemedicine laws. Most employers now widely accept digital documentation, provided it meets all legal standards. Companies often require the note to simply confirm a medical necessity and the duration of the absence, without requiring disclosure of private medical details due to privacy laws like HIPAA.
Before scheduling a virtual visit, individuals should consult their company’s human resources department or policy handbook to confirm specific requirements for medical documentation. This proactive step ensures the note from the virtual clinic will be accepted. Understanding these acceptance rules beforehand can prevent administrative issues and ensure the time off is properly excused.