Medical checks: keep your finger on the pulse
Request a medical check to evaluate an employee’s unfitness for work in order to keep short-term sick leave to a minimum. Because this type of leave has the biggest impact on your company and your employees.
Checks requested before 11am will be processed the same day and scheduled as best we can during the absence period. We provide the result of the check the day after the check execution before 12am.
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Why choose medical checks?
- You can easily request a medical check through TeamFlows (Certimed client) or by completing an online form (not a Certimed client).
- Requests made before 11.00 will be processed the same day.
- Network of more than 150 control physicians throughout Belgium.
- Examinations at home or at a doctor’s practice are possible.
What are medical checks?
If an employee is unfit for work, you can contact a control physician. They will then investigate, in a respectful manner, whether the employee really is unfit for work. If so, the length of the absence will be estimated. This allows you, as an employer, to make better decisions and keep absenteeism under control within your organisation. Moreover, medical examinations of this kind act as a deterrent for employees.
Checks per year
Thanks to our network of control physicians, we perform 170,000 examinations every year.
How do we help in practice?
Requesting a medical check
Two options: either you initiate a check yourself as the employer, or you have the checks managed by our partner Certimed.
Scheduling the medical check
As the employer, you indicate whether you want a home check or a check at a doctor’s office. We will then schedule the check at a suitable time. There are no fixed rules for this, however. You can have checks performed at any time during the entire period of incapacity for work.
The control physician draws up a report
The control physician will record all findings in the check report. In the event of a dispute, a there will be consultation between the control physician and the employee’s own doctor.
We will forward the control physician’s recommendation regarding your employee to you by midday on the first working day after the check.
In 2024, the average direct cost of short-term sick leave (less than 30 days) per full-time employee came to €1,580.94
Source: SD Worx
Price
A medical check at the control physician’s office costs €90.52 (excluding VAT). A check at the employee’s home costs €132.10 (excluding VAT).
Frequently asked questions
Can an employer share an employee’s mobile phone number with Certimed for the purpose of carrying out a check?
Yes. However, the employer must communicate transparently to the employee why this is being done. There is a legal basis for carrying out medical examinations, but the duty to inform remains important.
The FPS Employment, Labour and Social Dialogue (FPS WASO) has also confirmed that a text message can suffice as an invitation to a consultation.
We do recommend clearly communicating the procedure to all employees (e.g. via the intranet). The exact procedure for issuing an invitation does not need to be formally laid down in the work regulations.
Is unpaid sick leave the same as unauthorised absence?
No. If there is a medical certificate, the illness is by definition justified.
If the employee does not have a medical certificate for a given period of illness, this is an unauthorised absence.
In the case of an early return to work:
If the employee does not resume work as instructed by the control physician, they remain justifiably absent (as there is a certificate), but on unpaid sick leave.
What information can the control physician share?
The control physician is bound by professional confidentiality. They can only communicate objective findings to the employer (e.g. the employee was not at home, there was no name on the doorbell, the illness is justified, etc.). Under no circumstances may the control physician share medical information with the employer.
The control physician only assesses whether the period of incapacity for work is justified (acceptable) or not.
Why, as an employer, would I arrange a medical check-up during an absence?
The employer has the right to arrange a medical check-up. You are not required to give your employee a specific reason for appointing a control physician.
In practice, there are two underlying objectives:
Supporting a possible shortening of the period of illness
If the check-up shows that your employee is able to return to work, the period of illness cay be shortened. In this way, you send a positive signal that you actively monitor employee well-being and recovery.Adopt an empathetic attitude and help look for solutions to ensure that the (compulsory) reintegration runs smoothly, for example through adapted work.
Confirmation of incapacity for work
If the physician confirms that your employee is genuinely unfit for work, and for what period, this creates clarity and predictability for everyone.
As an employer, you then know where you stand and can organise accordingly. It remains important to maintain constructive contact with the employee who is absent.
Can an employee refuse a check-up by a control physician?
No. In case of refusal, the employee makes themselves unavailable for a control visit and the employer can withhold the guaranteed salary.
The employee is late in presenting themselves for the medical check-up. What now?
Is the employee still absent? The employee must contact the HR manager to arrange a new appointment with the control physician.
Is the employee no longer absent? The employee must inform Certimed via info@certimed.be.
The employment regulations state that employees must be home at certain times for examinations. Is this permitted, and what are the possible consequences if the employee isn’t at home?
Yes, this is permitted. As an employer, you have the right to include a stay-at-home requirement in the employment regulations. If the employee is out at certain times during the period of incapacity for work, you may withhold the guaranteed pay. However, there are a number of valid reasons for going out, such as seeing a doctor.
The control physician visited the employee while they were not at home. What now?
Did the employee have a stay-at-home requirement? Unless they had a valid reason (e.g. going to the pharmacy to collect medication), the employer may withhold the guaranteed salary. Additionally, the employee may be called for a new consultation, depending on what the work regulations prescribe.
No stay-at-home requirement? The employee may still be called for a new consultation, depending on what the work regulations prescribe.
The control physician recommended an early return to work. What if the employee does not agree?
The control physician will do everything possible to reach an objective outcome. However, if the employee does not agree, they must contact the attending physician within two working days of the control physician’s advice. If the two physicians cannot reach an agreement, they will jointly appoint a third physician, known as the arbitration physician, within two working days.
Certimed also requires the employer’s consent for this process.
The decision of the arbitration physician will follow within three working days of the appointment and is binding. Different rules apply to the Department of Education.
The costs of arbitration procedure are usually borne by the losing party. If the arbitration physician disagrees with the attending physician, the employee pays. If the arbitration physician agrees with the attending physician, the employee can reclaim the costs from the employer. Finally, there is a third option, where the return-to-work date falls between the dates proposed by the attending physician and the control physician. In this case, the employer and employee share the costs.
The employer can also choose not to consent to an arbitration procedure. In that case, the initial incapacity for work, as prescribed by the attending physician, applies.
Can an employee, after being advised to return to work early, request a new certificate for the same period?
The employer is not obliged to accept such a 'protest certificate.' It is better for the attending physician to discuss an early return to work with the control physician.
The control physician did not physically examine the employee. Is this valid?
Yes. A control physician is not obliged to carry out a physical examination. Sometimes a decision is possible based on what the physician observes, what the employee reports and/or what medication the employee is taking. In some cases, a physical examination is unnecessary or impossible.
Should the performance of medical examinations be included in the employment regulations?
Yes. The principle, organisation, and modalities of medical check-ups must be included in the work regulations.
My employee wants to file a complaint about an examination that was carried out. What’s the procedure?
This can be done by sending an email to klachten@certimed.be within 10 days of the examination.
In this email, the employee should clearly state who the complaint concerns, for which organisation the examination was carried out, and what actually happened. Note: if the complaint concerns the decision that was made, the employee’s doctor must contact the control physician.
The employee can expect a response within 10 days of receipt of the complaint.
Can an employer share an employee’s mobile phone number with Certimed for the purpose of carrying out a check?
Yes. However, the employer must communicate transparently to the employee why this is being done. There is a legal basis for carrying out medical examinations, but the duty to inform remains important.
The FPS Employment, Labour and Social Dialogue (FPS WASO) has also confirmed that a text message can suffice as an invitation to a consultation.
We do recommend clearly communicating the procedure to all employees (e.g. via the intranet). The exact procedure for issuing an invitation does not need to be formally laid down in the work regulations.
Is unpaid sick leave the same as unauthorised absence?
No. If there is a medical certificate, the illness is by definition justified.
If the employee does not have a medical certificate for a given period of illness, this is an unauthorised absence.
In the case of an early return to work:
If the employee does not resume work as instructed by the control physician, they remain justifiably absent (as there is a certificate), but on unpaid sick leave.
What information can the control physician share?
The control physician is bound by professional confidentiality. They can only communicate objective findings to the employer (e.g. the employee was not at home, there was no name on the doorbell, the illness is justified, etc.). Under no circumstances may the control physician share medical information with the employer.
The control physician only assesses whether the period of incapacity for work is justified (acceptable) or not.
Why, as an employer, would I arrange a medical check-up during an absence?
The employer has the right to arrange a medical check-up. You are not required to give your employee a specific reason for appointing a control physician.
In practice, there are two underlying objectives:
Supporting a possible shortening of the period of illness
If the check-up shows that your employee is able to return to work, the period of illness cay be shortened. In this way, you send a positive signal that you actively monitor employee well-being and recovery.Adopt an empathetic attitude and help look for solutions to ensure that the (compulsory) reintegration runs smoothly, for example through adapted work.
Confirmation of incapacity for work
If the physician confirms that your employee is genuinely unfit for work, and for what period, this creates clarity and predictability for everyone.
As an employer, you then know where you stand and can organise accordingly. It remains important to maintain constructive contact with the employee who is absent.
Can an employee refuse a check-up by a control physician?
No. In case of refusal, the employee makes themselves unavailable for a control visit and the employer can withhold the guaranteed salary.
The employee is late in presenting themselves for the medical check-up. What now?
Is the employee still absent? The employee must contact the HR manager to arrange a new appointment with the control physician.
Is the employee no longer absent? The employee must inform Certimed via info@certimed.be.
The employment regulations state that employees must be home at certain times for examinations. Is this permitted, and what are the possible consequences if the employee isn’t at home?
Yes, this is permitted. As an employer, you have the right to include a stay-at-home requirement in the employment regulations. If the employee is out at certain times during the period of incapacity for work, you may withhold the guaranteed pay. However, there are a number of valid reasons for going out, such as seeing a doctor.
The control physician visited the employee while they were not at home. What now?
Did the employee have a stay-at-home requirement? Unless they had a valid reason (e.g. going to the pharmacy to collect medication), the employer may withhold the guaranteed salary. Additionally, the employee may be called for a new consultation, depending on what the work regulations prescribe.
No stay-at-home requirement? The employee may still be called for a new consultation, depending on what the work regulations prescribe.
The control physician recommended an early return to work. What if the employee does not agree?
The control physician will do everything possible to reach an objective outcome. However, if the employee does not agree, they must contact the attending physician within two working days of the control physician’s advice. If the two physicians cannot reach an agreement, they will jointly appoint a third physician, known as the arbitration physician, within two working days.
Certimed also requires the employer’s consent for this process.
The decision of the arbitration physician will follow within three working days of the appointment and is binding. Different rules apply to the Department of Education.
The costs of arbitration procedure are usually borne by the losing party. If the arbitration physician disagrees with the attending physician, the employee pays. If the arbitration physician agrees with the attending physician, the employee can reclaim the costs from the employer. Finally, there is a third option, where the return-to-work date falls between the dates proposed by the attending physician and the control physician. In this case, the employer and employee share the costs.
The employer can also choose not to consent to an arbitration procedure. In that case, the initial incapacity for work, as prescribed by the attending physician, applies.
Can an employee, after being advised to return to work early, request a new certificate for the same period?
The employer is not obliged to accept such a 'protest certificate.' It is better for the attending physician to discuss an early return to work with the control physician.
The control physician did not physically examine the employee. Is this valid?
Yes. A control physician is not obliged to carry out a physical examination. Sometimes a decision is possible based on what the physician observes, what the employee reports and/or what medication the employee is taking. In some cases, a physical examination is unnecessary or impossible.
Should the performance of medical examinations be included in the employment regulations?
Yes. The principle, organisation, and modalities of medical check-ups must be included in the work regulations.
My employee wants to file a complaint about an examination that was carried out. What’s the procedure?
This can be done by sending an email to klachten@certimed.be within 10 days of the examination.
In this email, the employee should clearly state who the complaint concerns, for which organisation the examination was carried out, and what actually happened. Note: if the complaint concerns the decision that was made, the employee’s doctor must contact the control physician.
The employee can expect a response within 10 days of receipt of the complaint.
Can everyone be out sick for one day without a certificate?
Yes. Since the Royal Decree of 30 December 2025, a maximum of 2 days per calendar year can be taken as sick leave without a medical certificate. Previously, this was 3 days. In the public sector, this regulation only applies to contractual employees. Companies with fewer than 50 employees can deviate from this rule, but this must be included in the work regulations or a collective labour agreement (CLA).
The employee must still report in sick (in accordance with the work regulations). You can arrange for a control physician to visit on that day, if you wish. When registering this, you select the action type “one-day illness without certificate.”
What must be included on a medical certificate?
The incapacity for work (e.g. illness, occupational accident, etc. – not the diagnosis itself)
The duration of the incapacity for work (start and end date)
Whether the employee may leave their home or not (for the purpose of a medical check-up)
Additional information can also be included if stipulated in the work regulations or the CLA:
The identity of the employee
The identity of the attending physician
The date on which the medical certificate was issued
Is an employee required to provide a medical certificate for every period of illness?
Yes, if the employer requests it or if this is required under the work regulations or the CLA.
The employee must submit the certificate:
Within two working days following the employer’s request;
Within the period specified in the work regulations or the CLA;
Within two working days from the first day of illness, if no period has been specified.
If the medical certificate is sent by post, the postmark date applies, not the date of receipt.
What if an employee does not submit their certificate or submits it late?
There is a distinction between not submitting a certificate and submitting it late. If the employee does not submit the certificate, this is an unauthorised absence.
If the employee submits the medical certificate late, the employer is entitled to withhold the guaranteed salary for all sick days up to the day of receipt. These days then count as unpaid sick days.
What if an employee does not call in sick but sends a medical certificate?
The guaranteed salary can be withheld until the day the employer is informed of the incapacity for work. For example, if the employer receives the medical certificate on day 2, the employer is deemed to have been informed of the incapacity for work only on day 2. Receipt of the medical certificate is considered equivalent to the notification of the incapacity for work. The guaranteed salary can therefore be withheld for day 1 of the incapacity for work.
Does the employee have to submit a certificate to Certimed?
That depends on the employer. Be sure to check whether a specific procedure applies. If no specific arrangements have been made, the certificate must be submitted to the employer. If the certificate does have to be sent to Certimed, this can be done via att@certimed.be.
Who can issue a medical certificate?
A medical certificate can be issued by physicians, dentists and midwives.
Pharmacists, nurses, physiotherapists and other paramedical professionals are not authorised to issue medical certificates.
Must the medical certificate be drawn up in one of Belgium’s official languages?
The medical certificate must be issued in a language that can be understood (Dutch, French, English or German). If a medical certificate is issued in another language, the employer must assess whether the legally required elements can be derived from the certificate. If this is not the case, the employer can request a new medical certificate in one of the official languages (including English). It is best to include this rule in the work regulations.
Can employees return to work before the end date stated on their medical certificate?
Yes. From a legal point of view, this is permitted; an adjusted medical certificate is not required. However, it is important that managers and employees communicate clearly about the return to work. If an occupational accident occurs during this early return period, you are only properly insured if this communication took place.
That said, do not focus exclusively on medical certificates. An absence is often more than a medical all-or-nothing situation. We recommend staying in contact during a period of absence. This way, you show commitment and remain informed about reintegration options or adapted work.
What happens to diagnoses provided to Certimed?
They are never shared with the employer: Certimed is bound by professional confidentiality. The diagnoses may be used for anonymous statistics, though.
Can everyone be out sick for one day without a certificate?
Yes. Since the Royal Decree of 30 December 2025, a maximum of 2 days per calendar year can be taken as sick leave without a medical certificate. Previously, this was 3 days. In the public sector, this regulation only applies to contractual employees. Companies with fewer than 50 employees can deviate from this rule, but this must be included in the work regulations or a collective labour agreement (CLA).
The employee must still report in sick (in accordance with the work regulations). You can arrange for a control physician to visit on that day, if you wish. When registering this, you select the action type “one-day illness without certificate.”
What must be included on a medical certificate?
The incapacity for work (e.g. illness, occupational accident, etc. – not the diagnosis itself)
The duration of the incapacity for work (start and end date)
Whether the employee may leave their home or not (for the purpose of a medical check-up)
Additional information can also be included if stipulated in the work regulations or the CLA:
The identity of the employee
The identity of the attending physician
The date on which the medical certificate was issued
Is an employee required to provide a medical certificate for every period of illness?
Yes, if the employer requests it or if this is required under the work regulations or the CLA.
The employee must submit the certificate:
Within two working days following the employer’s request;
Within the period specified in the work regulations or the CLA;
Within two working days from the first day of illness, if no period has been specified.
If the medical certificate is sent by post, the postmark date applies, not the date of receipt.
What if an employee does not submit their certificate or submits it late?
There is a distinction between not submitting a certificate and submitting it late. If the employee does not submit the certificate, this is an unauthorised absence.
If the employee submits the medical certificate late, the employer is entitled to withhold the guaranteed salary for all sick days up to the day of receipt. These days then count as unpaid sick days.
What if an employee does not call in sick but sends a medical certificate?
The guaranteed salary can be withheld until the day the employer is informed of the incapacity for work. For example, if the employer receives the medical certificate on day 2, the employer is deemed to have been informed of the incapacity for work only on day 2. Receipt of the medical certificate is considered equivalent to the notification of the incapacity for work. The guaranteed salary can therefore be withheld for day 1 of the incapacity for work.
Does the employee have to submit a certificate to Certimed?
That depends on the employer. Be sure to check whether a specific procedure applies. If no specific arrangements have been made, the certificate must be submitted to the employer. If the certificate does have to be sent to Certimed, this can be done via att@certimed.be.
Who can issue a medical certificate?
A medical certificate can be issued by physicians, dentists and midwives.
Pharmacists, nurses, physiotherapists and other paramedical professionals are not authorised to issue medical certificates.
Must the medical certificate be drawn up in one of Belgium’s official languages?
The medical certificate must be issued in a language that can be understood (Dutch, French, English or German). If a medical certificate is issued in another language, the employer must assess whether the legally required elements can be derived from the certificate. If this is not the case, the employer can request a new medical certificate in one of the official languages (including English). It is best to include this rule in the work regulations.
Can employees return to work before the end date stated on their medical certificate?
Yes. From a legal point of view, this is permitted; an adjusted medical certificate is not required. However, it is important that managers and employees communicate clearly about the return to work. If an occupational accident occurs during this early return period, you are only properly insured if this communication took place.
That said, do not focus exclusively on medical certificates. An absence is often more than a medical all-or-nothing situation. We recommend staying in contact during a period of absence. This way, you show commitment and remain informed about reintegration options or adapted work.
What happens to diagnoses provided to Certimed?
They are never shared with the employer: Certimed is bound by professional confidentiality. The diagnoses may be used for anonymous statistics, though.
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