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25.06.2026 11:04

Problem identified in working conditions survey resolved: remote sick leave certificates now accepted in property services

PAM and Real Estate Employers have agreed on a joint interpretation under which a sick leave certificate issued at a remote appointment must be accepted in the same way as other sick leave certificates. The solution is an important improvement for employees, as there have been problems with the acceptance of certificates issued remotely.

In PAM’s working conditions survey for the property services sector carried out early this year, problems related to sick leave were raised. Almost one in five respondents (18%) said that a sick leave certificate issued at a remote appointment had not been accepted by their employer. A total of 2,101 employees in the sector responded to the survey.

Now a positive solution has been reached for employees in the sector. PAM and Real Estate Employers have agreed on a joint written interpretation stating that a sick leave certificate issued at a remote appointment is valid in the same way as a certificate issued at an in-person appointment.

A remote certificate must be treated like any other sick leave certificate

Under the new interpretation, employer cannot refuse to pay sick pay solely on the grounds that the sick leave certificate submitted by the employee was issued at a remote appointment. When the certificate has been issued by a healthcare professional approved under the collective agreement, the fact that it is a remote certificate does not in itself justify refusing to pay sick pay.

— Remote appointments have already become part of everyday medical services, and employees should not be placed in an unequal position based on whether the certificate was issued at a remote or in-person appointment. It is good that the problem raised in the survey has now been resolved in a positive way for employees, says Ulla Moilanen, PAM’s collective agreement expert.

The joint interpretation also applies to the sudden illness of a child under the age of 10. A certificate issued at a remote appointment concerning a child’s illness may also not be rejected solely because it is a remote certificate. Problems have arisen particularly in situations where a certificate for a child’s illness has had to be obtained from public healthcare and only a remote appointment has been available.

The joint interpretation is valid as of 25 June. It does not apply retroactively to previous disputes.

If a sick leave certificate issued at a remote appointment is not accepted by the employer in future, members should immediately contact the union representative at their workplace. If there is no union representative at the workplace, they can contact PAM directly.

When does the collective agreement require a medical certificate for sickness absence?

  • As a general rule, when requested by the employer, the employee must present a medical certificate for sickness absence.
  • At many workplaces, it may also have been agreed to use a lighter procedure, such as self-certification.
  • A certificate issued by an occupational health nurse, public health nurse or nurse is sufficient only in situations where: 1) the absence lasts no more than three calendar days, 2) the illness is epidemic in nature, 3) healthcare has not been arranged as part of occupational healthcare paid for by the employer, and 4) despite a request, it is not possible to get an appointment with a doctor in public healthcare.
  • In the case of the illness of a child under the age of 10, a certificate issued by a public health nurse or nurse is sufficient, but the employer may require a medical certificate for a justified reason.

Text: Pauli Unkuri

Keywords:

property services sector

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