Contrary to media reports, as of 1 January 2022, workplace burnout cannot be considered an illness excusing absence from work.

Although as of 2022 burnout will be included by the WHO in the Eleventh Revision of the International Statistical Classification of Diseases and Related Health Problem (ICD-11), but it is not classified as an illness. Moreover, in Poland, the Tenth Revision of the Classification, the so-called ICD-10, is still in force and this will not change for the next few years. However, according to Polish regulations, as a rule, an employee's inability to work should result from his/her illness (and illness includes also e.g. an injury).

Therefore, the physician should first directly examine the employee and then determine the illness that so affects the employee that it prevents him/her from performing work. Such an illness, by referring to a code specified in the ICD-10, must be indicated in the sick leave. Only a medical certificate drawn up in this manner can be evidence justifying absence from work.

However, the employer does not see the illness code in the sick leave. In practical terms, therefore, the physicians’ practice in determining the reasons justifying absence from work and ZUS control will be key.

Regardless of the changes in classification, employers should ensure safe and healthy working conditions, which includes preventing undesirable phenomena such as workplace burnout.

Find more in the PRO HR January 2022.