Compliance module · Sick-leave follow-up

    Make sick-leave risk visible without making the worker visible.

    We test blank templates, manager guides and routines — never personnel cases.

    01 · Why high-risk

    Four risk surfaces in almost every HR handbook.

    GDPR art. 9

    Health data

    Diagnosis and symptoms are special categories. Templates that ask usually lack a legal basis.

    WEA §4-6

    Accommodation

    The duty addresses functional capacity, not diagnosis. The conversation must focus on what the employee can do, not what is wrong.

    GDPR art. 5

    Data minimization

    Follow-up plans are stored too long, in the wrong place and with too broad access. We test deletion, ownership and access.

    Internal Control · WEA §3-1

    Systematic work

    Sick leave must be handled as a system. Lack of systematic work and documented follow-up is the most common audit finding.

    02 · Control points

    What Sydera checks

    • —Template does not request diagnosis
    • —Manager guide separates cause from accommodation
    • —Minutes are stored without sensitive detail
    • —Access control on follow-up documents
    • —Deletion routine and retention period defined
    • —System measures and action documented

    Excerpt. Full library ships with Policy report (L2) and Continuous compliance (L3).

    03 · How it works

    Three steps from upload to report

    1. 01

      Choose document family

      You tell us what kind of document you're testing.

    2. 02

      GDPR Pre-scan

      You confirm on upload that the document is a governance document with no personal data. As an additional safeguard an automatic GDPR Pre-scan runs; if something looks like an individual case, the document is rejected and deleted without being analysed.

    3. 03

      Analysis

      Policy is scored against relevant control points. You get a main finding and a recommended next step.

    Will your routines withstand an audit?

    A free Policy check takes under five minutes.

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