If you are absent and it cannot be established when you will have full capacity for work again, a written agreement should be made. The agreement must describe the measures that you and the company agree to ensure that you can work again, including the special needs you have.
It must be a written agreement, which means that both you and your employer must have accepted the contents. The law contains only few guiding points as to the minimum requirements of the agreement.
The written agreement may include agreements on relocation, change of work assignments, for example less customer contact, reduction of working hours, flexibility in relation to office hours and increased use of work at home. The agreement is a documentation requirement. It is therefore important that you write down all measures taken on an ongoing basis.
The agreement may be in the form of a separate document or an addendum to your employment contract. It depends on whether you make an agreement that considerably changes the terms of your employment or whether only minor changes are made.
The social chapter of the collective agreement should be used when the employee and the company make an agreement, and the company must involve the union representative when the agreement is made.
It is a good idea to keep minutes of meetings, e-mails, etc. to enable you to substantiate the scope of the efforts made to retain you in unsubsidised employment.