The Sick Pay Law (Absence Due to a Sick Parent) allows employees to use up to 6 sick days per year from their accrued personal sick days due to illness of a parent or spouse's parent.
- The right may be exercised as long as the employee's spouse has not used his/her sick days to care for the same individual.
- It is also possible to consider partial days in which the employee is absent due to the illness of the parent, and which will be calculated according to the ratio between the hours absent and the hours of a full work day.
- A parent will be considered ill if he becomes completely dependent on the help of others to perform daily activities.
- In the past, it was possible to be absent from work using sick days only if the parent was 65 years old or older. Following the amendment to the law in February 2014, the age restriction was canceled.
Who is Eligible?
- All employees.
Conditions of Eligibility
- If the parent is hospitalized in a long-term care or nursing facility, the employee is not entitled to claim this right to care for him/her.
- An employee will not receive recognition for sick days due to an ill parent if his/her spouse was absent from work to care for the parent during the same period of time and did receive recognition for those days as sick days due to an ill parent.
- An employee will not receive recognition for sick days due to an ill parent if one of his/her siblings (other children of the parent, including adopted children) was absent from work to care for the parent during the same period of time and did receive recognition for those days as sick days due to an ill parent.
Definition of an Ill Parent
- In order for a parent of an employee or an employee's spouse to be considered to be ill according to The Sick Pay Law (Absence Due to a Sick Parent), he/she must meet both of the following conditions:
- Be completely dependent on others for carrying out daily activities (i.e. dressing, eating, controlling bodily functions, bathing, mobility in the home)
- Is not hospitalized in a long-term care or nursing facility
- According to the Sick Pay Act, the first day of the period of absence (and in any one day absence), the employee will not receive any payment or salary.
- On the second and third day during this period of absence, the employee is entitled to receive half of his/her daily wage, and from the fourth day onwards the employee is to be paid a regular wage, as if he/she has not been absent from work.
- If the workplace operates under a collective agreement or a contract that grants full salary from the first day of absence, the employer shall act under the conditions of that contract.
- An employee who has not received entitled payment for sick leave may claim compensation from the employer.
- An employer may not dismiss an employee during the absence of which the employee is eligible for sick pay.
- For more information, see Sick Pay.
How to Claim It?
- The right must be given automatically by the employer.
- Employers may require relevant medical documentation as detailed in The Sick Pay Law regulations:
- A declaration regarding absence from work due to an ill parent, and the necessity to care for the parent. Click here for a declaration form to submit to the employer regarding absence from work due to an ill parent and a request to have it recognized as sick days.
- Documentation from the attending physician (or relevant substitute) indicating that the patient is completely dependent on others for carrying out daily activities.
- An employee who was not paid for sick leave is entitled to sue the employer for compensation due to improper withholding of wages.
- Click here for detailed information about employment assistance organizations. In Israel, there are many active workers unions, associations and government agencies to help employees claim their rights, some of which operate in all areas of labor relations and some of which focus on specific issues.
|Government Agency||Areas of Responsibility||Topics|
|Ministry of Economy||The Ministry of Economy is responsible for all areas related to employment.||All workers' rights relevant to the Ministry of Economy.|
|Administration of the Regulation and Enforcement of Labor Laws||Regulating the labor market and enforcing labor laws to actualize workers' rights, identifying violations and reducing the harm to salaried employees at low wage levels.||Labor laws that protect workers' rights.|
|Equal Employment Opportunity Ombudsman||The ombudsman is responsible for enforcing all regulations related to equality at work and treatment of cases where forbidden discrimination occurred.||Equal employment opportunities, Working women|
|The Employment of Women Law Ombudsman||Enforcing The Employment of Women Law.||Equal employment opportunities, Working women|
|Equal Rights for Persons with Disabilities Ombudsman||The ombudsman operates under the Ministry of Justice to assist people with disabilities.||All rights relating to people with disabilities, particularly with regard to employment.|
|The Center for the Integration of People with Disabilities into the Labor Market||The center operates within the framework of the Ministry of Economy for the full integration of persons with disabilities into the labor market, both as employees and as self-employed.||Employment of People with Disabilities|
|Commissioner of Foreign Workers Rights at work||Protection of employment rights of foreign workers in Israel||Foreign workers' rights|
|Legal Aid Division - Ministry of Justice||Providing advice and legal assistance at no cost for people with low income.||Workers' rights, Discrimination at work, Sexual harassment at work, Foreign workers' rights|
|Employment Service||The Employment Service is a governmental body in the Ministry of Industry, Trade and Labor responsible for the regulation of the labor market in Israel, in areas such as: job placement services, job market research in Israel and working with the National Insurance Institute in identifying eligibility for various benefits.||Finding employment offices, Stabilization of employment , Committee to examine working capability|
|The National Insurance Institute||The institution responsible for the payment of pensions and benefits to which the working public are entitled.||Health-Related Employee Rights, Working women, Termination of employment|
|Authority for the Advancement of the Status of Women||Proper representation of women in public bodies, senior positions and positions of influence.||Equal employment opportunities, Working women|
|Income Tax||Responsible for collecting taxable income from workers.||Workers' wages and components|
|Israel Institute for Occupational Safety and Hygiene||Advises and assists in the promotion of occupational safety and hygiene.||Safe working environment, Working conditions|
Laws and Regulations
- The Sick Pay Law (Absence Due to a Sick Parent)
- Sick Pay Regulations (Absence Due to a Sick Parent), תשנ"ד-1994
- The Sick Pay Law