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Every decision has to hold up to scrutiny. HR is no exception.
Sia, your AI HR employee, answers with the source shown, and HR experts support you. Employee data is stored in the EU.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
12,000 companies and 1.2 million people run their HR on Simployer.
- ISO/IEC 27001:2022 certification in progress
- ISAE 3402 audited by PwC
- GDPR data kept in the EU
High demands, and few hands in HR.
- Management and the auditor want to know where the answer came from.
- Procurement asks where employee data is stored and who processes it.
- New starters get a different start depending on who receives them.
Skip the worry
Answers that hold when the auditor asks.
Sia answers with the source. You get a legal update before the rules change, and HR experts' answers in writing, to save and share.
In short
On the first day you record two things: that the employee is unfit for work, and how long they expect to be away. The sixteen-day employer period starts that day, and self-certification covers it unless the employee has used up their spells. Nothing else is yours to ask for yet.
Guidance on the law as it stands, not advice on a particular case. Ring an adviser for that.
In short
On the first day you record two things: that the employee is unfit for work, and how long they expect to be away. The sixteen-day employer period starts that day, and self-certification covers it unless the employee has used up their spells. Nothing else is yours to ask for yet.
Guidance on the law as it stands, not advice on a particular case. Ring an adviser for that.
Leave the admin
Every new starter gets the same orderly start.
Onboarding starts when the contract is signed, and the manager gets the checklist.
Active
3 late7 runs| Colleague | Type | Start or last day | Progress | Next task | Actions |
|---|---|---|---|---|---|
| VNVandad NahavandipoorFrontend EngineerOpen their record | Onboarding | 1 Jun 2026Day 94 | 4 of 7 done3 overdue | Week-one check-inOverdue · Due day 8 · Sigrid Aas | |
| EDEmil DahlAccount ExecutiveOpen their record | Offboarding | 16 Sep 2026in 14 days | 2 of 7 done1 overdue | Handover plan agreedOverdue · Due 21 days before the last day · Kim Dahl | |
 Cecilie GrönqvistSupport EngineerOpen their record | Onboarding | 31 Aug 2026Day 3 | 1 of 7 done2 overdue | Contract signedOverdue · Due day 1 · Kim Dahl | |
| ABArvid BorgSite Reliability EngineerOpen their record | Onboarding | 6 Jul 2026Day 59 | 5 of 7 done | 60-day reviewDue day 61 · Karoline Novak | |
 Hosna AmiriConsultantOpen their record | Offboarding | 30 Sep 2026in 28 days | 1 of 7 done | Handover plan agreedDue 21 days before the last day · Kim Dahl | |
| PFPontus FagerlundProduct AnalystOpen their record | Onboarding | 11 Jun 2026Day 84 | 6 of 7 done | Probation review bookedDue day 91 · Kim Dahl | |
 Petter HauglandSupport EngineerOpen their record | Onboarding | 15 Jun 2026Day 80 | 6 of 7 done | Probation review bookedDue day 91 · Kim Dahl |
Get the signal
The material for security questions, ready before procurement.
Employee data is stored in the EU. Simployer is built for GDPR and audited under ISAE 3402, and the data processing agreement covers Sia and HR experts.
OOwnerAAdminMManagerEColleague
| Label | Visible to | Collect from | Type | Part of groups | Actions |
|---|---|---|---|---|---|
| PersonnummerPersonal | OVisible to: Owner | OCollect from: Owner | Text· required | Nordic payroll | |
| Bank accountPersonal | OVisible to: Owner | OCollect from: Owner | Text· required | Nordic payroll | |
| Union membershipPersonal | OVisible to: Owner | OACollect from: Owner and Admin | Text | Nordic payroll | |
| Cost centre | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Text· required | Nordic payroll | |
| Pension rate | OVisible to: Owner | OCollect from: Owner | Decimal number | Nordic payroll | |
| Desk number | OAMEVisible to: Owner, Admin, Manager and Colleague | OAMCollect from: Owner, Admin and Manager | Number | Workplace | |
| Laptop serial | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Text | Workplace | |
| Keycard issued | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Date | Workplace | |
| Next of kinPersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | Next of kin | |
| Next of kin phonePersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | Next of kin | |
| Dietary requirementsPersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | — | |
| Shirt size | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | — |
OOwnerAAdminMManagerEColleague
| Label | Visible to | Collect from | Type | Part of groups | Actions |
|---|---|---|---|---|---|
| PersonnummerPersonal | OVisible to: Owner | OCollect from: Owner | Text· required | Nordic payroll | |
| Bank accountPersonal | OVisible to: Owner | OCollect from: Owner | Text· required | Nordic payroll | |
| Union membershipPersonal | OVisible to: Owner | OACollect from: Owner and Admin | Text | Nordic payroll | |
| Cost centre | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Text· required | Nordic payroll | |
| Pension rate | OVisible to: Owner | OCollect from: Owner | Decimal number | Nordic payroll | |
| Desk number | OAMEVisible to: Owner, Admin, Manager and Colleague | OAMCollect from: Owner, Admin and Manager | Number | Workplace | |
| Laptop serial | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Text | Workplace | |
| Keycard issued | OAMVisible to: Owner, Admin and Manager | OACollect from: Owner and Admin | Date | Workplace | |
| Next of kinPersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | Next of kin | |
| Next of kin phonePersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | Next of kin | |
| Dietary requirementsPersonal | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | — | |
| Shirt size | OAMVisible to: Owner, Admin and Manager | OAMECollect from: Owner, Admin, Manager and Colleague | Text | — |
It runs the steps. People keep the decisions.
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For a dismissal, a pay gap report or a GDPR request, call or write to a Simployer HR expert who’s seen cases like yours.
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In their own words.
With Simployer, I spend less time putting out fires and more time driving HR, that’s the biggest time-saving for me.
Julia AminHR Generalist, Betao · Translated from SwedishSimployer is not just a system; it’s a partner in how we grow, stay secure, and empower our teams every day.
Yaroslava YatsukHR & Finance Manager, HopsworksDecisions you can stand behind, with the auditor and with your people.
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