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FAQs for managers, corona

Below is a list of questions and answers for managers about Lund University’s management of the coronavirus outbreak. The page is continuously updated.


Working from home means working at your home address. Any other location must be approved in advance by your line manager. This is due to several considerations including work environment and insurance. Lund University advises against work carried out abroad that is not business travel or regulated by an overseas contract (URA contract.)  

As a manager, you assess whether or not working at the workplace is possible. The assessment is to be based on the current decisions by the vice-chancellor and the Swedish Public Health Agency’s recommendations. 

The employee cannot make their own decision to be absent from work. To be absent from work without having prior approval from you as a manager is considered to be absence without leave. Consult your local HR officer concerning how absence without leave should be handled.

If as a manager, you deem that, for work environment reasons, an employee is not to come to the workplace and order that the employee is to stay at home, salary is to be paid even though the employee, due to the nature of their duties, cannot work from home.  

As a manager, you are to assess for how long an employee is to work from home, taking into consideration the Swedish Public Health Agency’s recommendations and other relevant circumstances in the individual case.

The flexitime agreement applies as usual for technical and administrative staff who are working from home.

Read more about lexitime for technical and administrative staff on Staff Pages

An employee who becomes ill is to submit a notification of illness in accordance with current rules and procedures.

Read more about sick leave on Staff Pages

Procedure for employees who are in risk groups 

Distance work is an appropriate measure in these cases, and as manager, you make the assessment. Any employees who are in a risk group are to observe the recommendations issued by the Swedish Public Health Agency.

Read more about groups at risk of serious illness (Swedish Public Health Agency)

What applies regarding the work environment when working at home? 

As a manager, you are responsible for the work environment and this also applies to employees working from home. You must carry out a risk and impact assessment of the specific work environment. The risk and impact assessment is to be updated when needed. 

Regular status updates with each employee is necessary to ensure a good psychosocial work environment. For employees who are not feeling well, there is a possibility of being present in the workplace to maintain daily routines. In this case, the employer is to ensure that the work environment follows the general advice for workplaces in the Swedish Public Health Agency’s regulations regarding the public’s responsibility to prevent the spread of Covid-19. 

Occupational injuries and incidents that occur in connection with working from home are to be reported in accordance with current rules and procedures. As an LU manager, you are responsible for rehabilitation. Insurance-related matters are assessed in due course.  

Avoiding peak hours on public transport in order to reduce the risk of spreading infection

To enable technical and administrative staff who has to work at their workplaces, to avoid peak hours on public transport (in order to reduce the risk of spreading infection), Lund University and the union organisations have agreed to give the option, in consultation with the line manager, to agree on working hours frameworks other than those stated in the flexitime agreement. 

However, work is not to be carried out before 06:00 or after 20:00, unless otherwise stated in the schedule. The daily rest period of 11 hours is to be respected. Working from home is not covered by the decision.

As far as possible Lund University, as an employer, does what can be done to reduce the spread of infection. However, as a manager you may decline the request if the organisation’s needs mean that the employee’s changed working hours would entail substantial disruption for the organisation. 

Differing times for work are to be documented

Employees who have a need to change their working hours are to contact their line manager. 

Differing times for work are to be documented and confirmed by both manager and employee via email or similar. The working hours are to be registered by the employee on the flexitime form as usual. 

The manager sends the documentation to their local HR officer for future follow-up.


Information regarding employee health

Information about employees’ health status can be classified as confidential (in accordance with Chapter 39, paragraph 2 of the Public Access to Information and Secrecy Act) if the individual or someone related to them will presumably suffer if the information is disclosed. Information on the health status of employees may therefore only be disclosed following an assessment in each individual case. As an LU manager, you must always check with the employee about which information may be communicated in the workplace concerning their health status. The employee may consent to the dissemination of information. 

However, employees with confirmed Covid-19, which is classified as a public health hazard and covered by the Swedish Communicable Diseases Act, have a so-called duty to protect and must follow instructions from doctors in order to prevent the spread of infection. 

Read more in the memorandum from the Occupational Health Service: Regarding the duty to protect in accordance with the Swedish Communicable Diseases Act in diagnosed cases of Covid-19 (PDF, new tab).

Time limits for doctor’s certificates

As time limits can change, it is recommended that you keep up to date on Försäkringskassan’s website in English:

The coronavirus/covid-19 – applicable regulations

As a manager you can also visit the Swedish Agency for Government Employers’ FAQ on the handling of corona (in Swedish) 

Employees who come to the workplace despite illness

Contact your HR coordinator for advice in individual cases. 


Salary is paid while working from home. If the employee becomes ill, sickness benefits and sick pay are paid in accordance with the current rules. 

If the employee lives with someone who has been diagnosed with Covid-19 and the employee can carry out their work at home, the regular salary must be paid. If the employee has the ability to work but is unable to carry out their work at home, so-called quarantine pay can be paid. Contact your HR coordinator for advice in individual cases. 

Compensation to an employee who belongs to an at-risk group for Covid-19 may be possible. This applies to people who must completely or partially refrain from working to avoid infection. The decision applies to those who are employed and who are unable to work from home. This situation also presupposes that the employer cannot offer other work duties or that it is not possible to adapt the work situation in such a way that the spread of infection can be avoided. The compensation also applies to casual employees (paid hourly/intermittent employees) who have had to refrain from working booked shifts due to the risk of infection.

The employee concerned must submit a doctors’ certificate to you as a manager, showing that they are in an at-risk group. As a manager, you must make a risk assessment of the situation in dialogue with the employee. If it is established that the employee is unable to carry out their work from home either in full or in part, the employee must be present at the workplace or stay at home with absence registered in Primula and salary not paid.

Contact your HR coordinator for advice in individual cases.

For more information, contact the relevant person/faculty representative for Primula.

Read more on Försäkringskassan’s website

Testing 

The collective agreement on salaries and benefits regulates reimbursement linked to healthcare, among other things. Covid tests and antibody tests are not covered by healthcare and are therefore not reimbursed. There is no option to get a test at Lund University as all testing in Skåne is organised and administered via 1177 Vårdguiden. Employees who have symptoms and want to get tested for Covid-19 or take an antibody test should contact 1177 Vårdguiden. 

Read more on the 1177 website 

Tests and sample collections prior to business trips

When an employee has been given approval for a business trip to a country  where a travel certificate confirming a completed PCR and/or antigen test for Covid-19 is required for entry, the employer is to cover any costs for  testing/obtaining the travel certificate. Any costs for sample collections are to be allocated to the local cost centre.

Vaccination against Covid-19

The University has decided that all employees at Lund University who choose to get vaccinated against Covid-19 are entitled to do so during paid working hours. However, employees are primarily to try to arrange vaccination appointments outside working hours. 

See the current decision by the vice-chancellor on the Lund University Staff Pages 


Please note that certain countries have introduced quarantine regulations for Swedish travellers. If you are planning a business trip abroad, you are responsible for finding out what applies for the country in question. 

If an employee cannot get home from a business trip due to prevailing circumstances this is counted as work and the employee receives salary and subsistence allowance. 

Tests and sample collections prior to business trips

When an employee has been given approval for a business trip to a country  where a travel certificate confirming a completed PCR and/or antigen test for Covid-19 is required for entry, the employer is to cover any costs for  testing/obtaining the travel certificate. Any costs for sample collections are to be allocated to the local cost centre.

The same applies in the case of an unvaccinated employee who is to travel on business and requires a Covid test (PCR and/or antigen) where a vaccination certificate would have sufficed for entry into the relevant country. In this case too, the employer is to cover the cost of any necessary tests and certificates.

For more information

Read more on the Public Health Agency of Sweden´s website 

Read more on the Ministry of Foreign Affairs (UD) website

Kammarkollegiet has issued information regarding insurance matters due to the prevailing situation.

See all relevant information from Kammarkollegiet 


Current employees 

If, as an LU manager, you have any questions relating to combined positions at the Faculty of Medicine, contact your local HR officer. 

The usual rules for secondary employment apply, even in this situation, i.e. as an LU manager, you are to take a decision on whether the secondary employment damages credibility, interferes with work duties or represents competition. When it comes to employees who has reported secondary employment in the healthcare sector, the risk of infection, in itself, is not a reason to refuse secondary employment.  

Reallocation of employees

As an LU manager you can always direct employees to other temporary duties, within the framework of the employee’s obligation to work and with reference to the prevailing situation. 

Intermittent employees

If work cannot be carried out due to a Government measure (e.g. cancellation of invigilated exams) salary is to be paid nonetheless. Decisions on employment cannot be revoked. This also applies to intermittent employees.

A verbal agreement that work must be carried out applies in the same way as if it had been in writing and salary must therefore also be paid in these cases.

New employees

A new employee who has not been able to take up his position cannot work from home. Instead, the following applies;

  • If the person is ill or infected, the applicable rules and regulations are to be followed (read more in the  Compensation section). This means, therefore, that the person begins their employment being ill or infected and LU pays sick pay etc. 
  • If the employee is prevented from travelling, a salary deduction is made, or annual leave can be applied for and be granted. The absence is not considered as negligent or unauthorised. One option is to grant unpaid leave of absence in accordance with section10b of the Leave of Absence Ordinance. This requires that the person applies for the leave of absence.  
  • If the employee cannot take up their position due to an internal decision by LU, the employee is entitled to salary. Unpaid leave of absence according to the above is also an option in this case. 

LU has no general recommendation regarding access day for new employees. The organisation’s needs are the determining factor, but consideration should be given to what happens if an employee cannot take up their position (see section above).

Practical issues for new employees who have just arrived in Sweden 

The University’s procured relocation company can assist in most practical issues that are not specific to the University. 

Read more about relocation services on the HR-webb (in Swedish) and consult the HR officer within your organisation.

Matters concerning migration, residence permits and work permits are handled by External Relations.

Contact: migration [at] er [dot] lu [dot] se 

Entry ban 

The Government is constantly updating the temporary rules regarding entry to Sweden. Stay up-to-date on the current entry rules to assess how they may affect planning for the autumn semester. 

Current information on the entry rules can be found on the Government’s website

Support regarding international recruitment can be found on the HR website (in Swedish. For support, contact your local HR officer) 

Questions regarding new employees/third-country nationals, with new residence and/or work permits, can be submitted via migration [at] er [dot] lu [dot] se

Employees with overseas contracts

The employer’s responsibility for employees with URA contracts is unchanged. For more detailed information, contact your HR officer.

*URA – agreement on overseas contracts and guidelines on terms of employment in service abroad

Postdocs and doctoral students

Postdocs

In accordance with section 2 of the Agreement on fixed-term employment as a postdoc, a postdoc may be employed for an indefinite term, but for no more than two years. Their employment may be extended if there are special reasons such as leave due to illness, parental leave, clinical service, elected office within union organisations or other similar circumstances. 

An extension could be considered if the person’s own research has been adversely affected due to the spread of the coronavirus. It could, for example, be the case that the work requires certain field studies that have not been possible due to society’s restrictions. Thus, an extension will not be considered for example regarding an employee who cannot travel home at the end of the period of employment. Furthermore, it is important that the objective circumstances, in combination with how they affect the individual case, are documented in writing.

Doctoral students

According to chapter 5, section 7 of the Higher Education Ordinance, the total employment period for doctoral students is permitted to be longer than that stated in the third paragraph of the same section, if special grounds exist. Such grounds may comprise leave of absence because of illness, leave of absence for service in the defence forces or an elected position in a trade union or student organisation, or parental leave.  

The Swedish Agency for Government Employers deems that if a doctoral student has been unable to carry out the duties for which the doctoral student is responsible due to circumstances that can be linked to Covid-19, it should be possible to extend the total employment period.

International staff

Individuals whose current residence permit is due to expire and who cannot leave Sweden, may apply for a visitor’s permit to legalise their stay in the country. It is important to apply for the new permit before the current one expires. With a visitor’s permit, the person has a right to stay in the country for 90 days, but not the right to work.

What applies if an employee cannot travel home from a holiday because they are held in quarantine at a hotel?

As the employee cannot carry out any work, a salary deduction is made. However, as an LU manager, you can grant annual leave if the employee applies for it.  

If the employee can show a decision approving salary to a disease carrier by the treating physician, infectious disease physician or equivalent, such compensation is to be paid.

What happens if an employee goes on holiday contrary to UD’s advice against this and then wants to come back to the workplace on arriving home? 

  • As an LU manager, you can order that the employee works from home.
  • If the employee cannot work from home and it is justified for work environment reasons, the head of department/head of division/equivalent after consultation with the dean/equivalent may decide that the employee is to stay at home without pay. Information is to be submitted to the employee organisation involved before you make such a decision.
  • If the employee is sick or confirmed as a disease carrier, the rules and regulations concerning these situations apply, see the relevant sections.

Questions related to annual leave for technical and administrative staff (T/A) 

Annual leave for technical and administrative staff is regulated in the general agreement on pay and benefits for government employees and the Annual Leave Act. This means that the usual rules also apply in the prevailing coronavirus-related situation.

As an LU manager, you are, as a rule, to inform your employees about your decision on how the main annual leave is to be scheduled at the latest two months before the start of the annual leave. If this is not possible, what applies then?

If there are special reasons in accordance with chapter 11, section 2 of the Annual Leave Act, the information (decision) can be issued later, if possible at least one month before the start of the annual leave. Special reasons may apply if the spring semester of 2020 is extended and the reason that the information cannot be issued in time is due to how the coronavirus pandemic affects possibilities to plan activities. As an LU manager, you are to decide this.

Can we in this special situation make exceptions to the employee’s right to main annual leave, i.e. a four-week consecutive holiday period in June, July and August?

As a rule, an employee has the right to four consecutive weeks of annual leave in the period June, July and August. The employer is to do their utmost to ensure as far as possible that the employee gets this annual leave. It is only in exceptional cases and if it is because of the extension of the spring semester of 2020 and this is due to the coronavirus that as an LU Manager you may deviate from the main rule. As an LU Manager, you are to consult with the employee concerned before a deviation is made. Regarding deviations, it must be taken into consideration that the purpose of the annual leave rules is that the employee is to have time for recovery and that any changes in scheduled annual leave are to achieve this purpose.

Is it possible for me as an LU manager to decline an employee’s request, for example to take annual leave in July, and instead schedule it in June?

Yes. According to the annual leave rules, as an LU manager, you decide on the scheduling of annual leave if you cannot reach an agreement. Contact your local HR officer to discuss this.

Does an employee have the right to take six weeks of annual leave in the period June, July and August?

No. An employee has the right to four consecutive weeks of annual leave in the period June, July and August. However, as an LU manager, you can grant longer annual leave if you find it appropriate in view of the organisation’s needs and the employee’s compensatory days of annual leave.

Please note that an employee can apply for another type of leave in connection with  the annual leave, for example parental leave. In this case, the rules in the Parental Leave Act also apply. Contact your local HR officer to discuss this.

One of my employees does not want to be on annual leave in the summer, because the employee cannot travel abroad on holiday due to the prevailing circumstances. What applies?

Annual leave is to be scheduled according to the organisation’s needs and taking into consideration the employee’s wishes if this is possible. The entire annual leave is to be scheduled during 2020. This means that as an LU manager, you can reach an agreement with the employee that the annual leave is scheduled in a period other than the summer months, provided that all annual leave is taken during 2020 or saved (however, the maximum number of permitted saved days of annual leave is 30 days per person). Remember it is only the number of days of annual leave that exceed 20 that can be saved. Please note that whether or not the employee can travel while on leave has no bearing on the assessment.  

If, as an LU manager, you cannot reach an agreement with the employee regarding the scheduling of annual leave, you can unilaterally decide to schedule the annual leave during the summer months. See question above.

If there is a risk that I will not be able to schedule all of an employee’s annual leave in the current year due to the pandemic – what happens then?

As an LU manager, in the first instance, you should try to schedule the annual leave in 2020. If this is not possible, any annual leave not taken will be added to the individual employee’s saved days of annual leave. 

The usual rules on saved annual leave apply, i.e. the maximum number of permitted saved days of annual leave is 30 days per person. Furthermore, it is only the number of days of annual leave that exceed 20 that can be saved.

Can I as an LU manager revoke already granted annual leave if it transpires that my organisation needs that employee to carry out particularly important functions?

A decision on granted annual leave is binding. If you unilaterally revoke granted annual leave it is grounds for a damages claim.  

There is reason to revoke already granted annual leave in a situation where a large number of employees suddenly become ill and the organisation cannot continue without the employee interrupting their annual leave. However, the issue should be solved on a voluntary basis as far as possible. Contact your local HR officer to discuss this before you consider revoking an employee’s granted annual leave.

Can an employee unilaterally change or withdraw already approved annual leave? 

No, an employee cannot unilaterally change or interrupt their approved annual leave. However, the manager and the employee can come to an agreement about changing or revoking previously scheduled or approved annual leave.  

Questions related to annual leave for teaching staff

Annual leave for teaching staff is regulated in the general agreement on pay and benefits for government employees, the Annual Leave Act, and the local agreement on working hours for teaching staff and others at Lund University. This means that the usual rules also apply in the prevailing coronavirus-related situation.

Can we in this special situation make exceptions to the employee’s right to a main annual leave, i.e. a four-week consecutive holiday period in June, July and August?

As a rule, an employee has the right to four consecutive weeks of annual leave in the period June, July and August. The employer is to do their utmost to ensure as far as possible that the employee gets this annual leave. It is only in exceptional cases, when the usual annual leave rules (see annual working hours agreement for teaching staff) cannot be applied, and if it is because of the extension of the spring semester of 2020 and this is due to the coronavirus pandemic that as an LU manager you can deviate from the main rule. As an LU Manager, you are to consult with the employee concerned before a deviation is made. Regarding deviations, it must be taken into consideration that the purpose of the annual leave rules is that the employee is to have time for recovery and that any changes in scheduled annual leave are to achieve this purpose.

Can we in this special situation make exceptions to the usual scheduling of annual leave for teaching staff? 

The basic point is that the usual rules on annual leave and scheduling of annual leave are to be observed, i.e. the entire annual leave for teaching staff is to be scheduled for a consecutive period during the summer starting on the Monday after Midsummer. If this is not possible, as an LU Manager you and the employee concerned in the specific case are to try to reach an agreement on alternative scheduling of the employee’s annual leave. An agreement on this is to be made in the form of a granted annual leave application in Primula. If you cannot agree on a solution, the rules regarding special reasons in the Annual Leave Act may come into play. It is only in exceptional cases and if it is because of the extension of the spring semester of 2020 and this is due to the coronavirus pandemic that you as an LU manager can apply special reasons for alternative scheduling of annual leave. As an LU Manager, you are to consult with the employee concerned before a deviation is made. 

When is annual leave for teaching staff to be planned?  

The entire annual leave for teaching staff is scheduled for a consecutive period during the summer starting on the Monday after Midsummer, unless otherwise agreed in writing between the head of department and individual employee. If an employee wishes it to be scheduled in another way, such a request is to have reached you as an LU manager by 30 April. If there is deviation from the standard arrangement, any remaining annual leave is also to be planned at the same time. An agreement on this is to be made in the form of a granted annual leave application in Primula before 31 May.

If there are special reasons in accordance with chapter 11, section 2 of the Annual Leave Act, the information (decision) can be issued later than 31 May, if possible at least one month before the start of the annual leave. Special reasons may apply if the spring semester of 2020 is extended and the reason that the information cannot be issued in time is due to how the coronavirus pandemic affects possibilities to plan activities. As an LU manager, you are to decide this.

The usual rules on saved annual leave also apply to teaching staff, i.e. the maximum number of saved days of annual leave is 30 days per person. Furthermore, only the number of days of annual leave that exceed 20 can be saved. Please note that annual hours are to be increased and the duties plan updated if the employee chooses to save days of annual leave.

One of my employees does not want to be on annual leave in the summer, because the employee cannot travel abroad on holiday due to the prevailing circumstances. What applies?

See the question above concerning when annual leave for teaching staff is to be planned.

The entire annual leave is to be scheduled during 2020. This means that as an LU manager, you can reach an agreement with the employee that the annual leave is to be scheduled in a period other than the summer months, provided that all annual leave is taken during 2020 or saved (however, the maximum number of permitted saved days of annual leave is 30 days per person). Remember it is only the number of days of annual leave that exceed 20 that can be saved. Please note that whether or not the employee can travel while on leave has no bearing on the assessment.  

If there is a risk that I will not be able to schedule all of an employee’s annual leave in the current year due to the pandemic – what happens then?

As an LU manager, in the first instance, you should try to schedule the annual leave in 2020. If this is not possible, any annual leave not taken will be added to the individual employee’s saved days of annual leave. 

Can I as an LU manager revoke already granted annual leave if it transpires that my organisation needs that employee to carry out particularly important functions?

A decision on granted annual leave is binding. If you unilaterally revoke granted annual leave it is grounds for a damages claim.  

There is reason to revoke already granted annual leave in a situation where a large number of employees suddenly become ill and the organisation cannot continue without the employee interrupting their annual leave. However, the issue should be solved on a voluntary basis as far as possible. Contact your local HR officer to discuss this before you consider revoking an employee’s granted annual leave.

Can an employee unilaterally change or withdraw already approved annual leave? 

No, an employee cannot unilaterally change or interrupt their approved annual leave. However, the manager and the employee can come to an agreement about changing or revoking previously scheduled or approved annual leave.  

In normal circumstances, Lund University is not considered to perform a vital societal function. However, in the prevailing Covid-19 situation, certain vital societal functions may need the help and support of Lund University and its staff. This could, for example, involve staff within healthcare, staff for the analysis of samples, medical expertise and assistance with access to laboratories and analysis equipment relating to Covid-19.

As an LU manager, you may be contacted by the head of a vital societal function, in the event of your employees working in some way or another in one of the above-named areas/functions. Your task in this case is to facilitate contact with the staff members involved. 

The information below has been produced by the Occupational Health Service and Human Resources.


Reporting exposure to Covid-19 in connection with work/studies

If you suspect that an employee/student has been exposed to Covid-19 in connection with work/studies, the employer is obliged to report this to the Swedish Work Environment Authority as a serious incident without delay.

If an employee/student with confirmed Covid-19 has exposed another employee/student to the disease in connection with work, this must be reported as a serious incident to the Work Environment Authority. It must also be documented in accordance with Section 11, AFS 2018: 4 (Infection risk regulations).

If an employee/student is exposed to Covid-19 while executing their professional duties, for example when caring for patients with Covid-19 or in a laboratory where the disease is handled, a serious incident must be reported to the Swedish Work Environment Authority. If the person who has been exposed falls ill, a report of an occupational injury must also be made to the Försäkringskassan. 

The reports must also be made retroactively if the employer becomes aware that a suspected or confirmed exposure has occurred earlier.

For more information, please contact the human resources officer within your department/faculty or equivalent.

As an LU manager, what do I do if an employee informs me that they are infected and have mild symptoms?

  • Refer the person to Region Skåne for Covid-19 testing.  
  • Inform the person that they are to stay at home for 7 days, two of which are to be symptom-free before returning to work, in accordance with the recommendations of the Swedish Public Health Agency

As a course director or head of unit, what do I do if a student informs me that they are infected and have mild symptoms?

As an LU manager, what do I do if it has been confirmed that one employee or more at the workplace has a confirmed case of Covid-19?

  • Provide the following information: the person/persons who are infected are to stay at home for at least 7 days, two of which are to be symptom-free before returning to work, in accordance with the recommendations of the Swedish Public Health Agency.
  • The person/persons with confirmed Covid-19 receive instructions from healthcare concerning how the situation is to be managed. See the Occupational Health Service’s memorandum Regarding the duty to protect in accordance with the Swedish Communicable Diseases Act in diagnosed cases of Covid-19 (PDF, new window). Results from the test and information about where the person/persons work are sent to Region Skåne’s Central Contact Tracing Unit, which initiates contact tracing as well as a discussion about any other measures that may be appropriate.
  • If several individuals are confirmed to be infected with Covid-19 and you, as their manager, have not been contacted by Region Skåne’s Central Contact Tracing Unit, please contact the Occupational Health Service at fhv_foretagshalsov [at] fhv [dot] lu [dot] se
  • If the person/persons with confirmed Covid-19 have mild symptoms, consider working from home. Read more about working from home. If required, obtain support from your immediate HR officer to make an assessment.
  • Check and update the continuity plan/risk and impact assessment that each faculty has carried out in connection with the Covid-19 outbreak. The plan takes into consideration various scenarios for how the organisation is to continue in the event of a Covid-19 outbreak among the employees.

As a course director or head of unit, what do I do if it has been confirmed that one student or more on the same course or in the same student group has a confirmed case of Covid-19?

  • Provide the following information: the person/persons with confirmed Covid-19 are to stay at home for at least 7 days, and that returning to a classroom is to be after two symptom-free days, in accordance with the recommendations of the Swedish Public Health Agency.
  • Results from the test and information about where the person/persons study are sent to Region Skåne’s Central Contact Tracing Unit, which initiates contact tracing as well as a discussion about any other measures that may be appropriate.
  • Consider with the dean/equivalent whether online teaching is to be offered, wholly or in part, and for how long online teaching is to be offered. 

As an LU manager, how do I find out if an employee is infected with Covid-19?

  • The person who has fallen ill is responsible, in accordance with the so-called duty to protect, to follow the physician’s recommendations and instructions, and to inform those people which the person has come in contact with, and who have been identified at the doctor’s appointment, that the person is infected. The obligation to protect people against infection pursuant to the Communicable Diseases Act does not automatically cover managers/course directors etc. Employees or students who have been in the workplace/campus during the period in which they were contagious are advised to inform their line manager/course director. In cases where the ill person gives their consent, the manager/course director can pass on the information to those who may have been exposed to the infection. Read more in The Occupational Health Service’s memorandum Regarding the duty to protect in accordance with the Swedish Communicable Diseases Act in diagnosed cases of Covid-19 (PDF, new window).
  • If several people from the same unit have been infected, the unit’s manager may be contacted by Region Skåne’s Central Contact Tracing Unit. 

As a head of unit, how do I find out if a student is infected with Covid-19?

  • The person who has fallen ill is responsible, in accordance with the so-called duty to protect, to follow the physician’s recommendations and instructions, and to inform those people which the person has come in contact with, and who have been identified at the doctor’s appointment, that the person is infected. The obligation to protect people against infection pursuant to the Communicable Diseases Act does not automatically cover managers/course directors etc. Employees or students who have been in the workplace/campus during the period in which they were contagious are advised to inform their line manager/course director. In cases where the ill person gives their consent, the manager/course director can pass on the information to those who may have been exposed to the infection. Read more in the Occupational Health Service’s memorandum Regarding the duty to protect in accordance with the Swedish Communicable Diseases Act in diagnosed cases of Covid-19 (PDF, new window)
  • If several people from the same unit have been infected, the head of unit may be contacted by Region Skåne’s Central Contact Tracing Unit. 

As an LU manager, can I demand that an employee with suspected Covid-19 takes a test? 

  • No, the employer cannot demand this type of physical violation (in accordance with the Swedish Constitution chapter 2, section 6).

As an LU manager/head of unit, may I inform my employees that one of their colleagues has, or is suspected of having, Covid-19?

When may a person who has been at home with suspected Covid-19 come back to the workplace/physical teaching?

When may a person who has been at home with confirmed Covid-19 come back to the workplace/physical teaching?

Am I expected as an LU manager to be in contact with Region Skåne’s infection protection unit, Smittskydd Skåne?

  • If several people from the same unit have been infected, the unit’s manager may be contacted by Region Skåne’s Central Contact Tracing Unit. 

Do employees have the right to compensation for Covid-19 testing (in the case of symptoms or antibody tests)? 

  • Collective agreements on salaries and benefits regulate, among other things, compensation relating to healthcare. The Covid-19 test and antibody test are not regarded as healthcare and therefore no compensation is available.
  • There is no provision of testing at Lund University.
  • All testing in Skåne is organised and administered via 1177 Healthcare Guide. Employees who have symptoms and want a Covid-19 test or an antibody test are to contact 1177 Healthcare Guide: 1177 Healthcare Guide, information about Region Skåne’s Covid-19 testing

Relevant links

People who do not have a Swedish personal identity number have the opportunity to get vaccinated in Sweden. This applies to both students and staff/scholarship recipients.

Vaccinations are booked through the public healthcare website 1177 Vaccination against COVID-19

Read more about vaccinations for staff and doctoral students

Read more about vaccinations for students

Staff members are entitled to get vaccinated during paid working hours

The University has decided that all staff members at Lund University who choose to get vaccinated against Covid-19 are entitled to do so during paid working hours. However, staff members are primarily to try to arrange vaccination appointments outside working hours. It is the health region Skåne that is responsible for vaccination. You do not have to pay for vaccination against COVID-19.

As a manager, how do I deal with my own work situation?

You can get support from your line manager, your local HR officer or your health and safety representative. The Occupational Health Service also provides support to managers like you.

What functions can support me as a manager on various issues? 

  • Local HR officer/HR coordinator (e.g. regarding labour law issues)
  • Work environment coordinator (e.g. on how to conduct a risk and impact assessment)
  • Occupational Health Service (e.g. on how to ensure good ergonomics for employees working from home)
  • HR website 
  • FAQs for managers on issues relating to Covid-19 
  • Health and safety representative (e.g. for consultation on the workplace design)

More information and support 

Contact

If you have questions about the corona crisis, you as a manager should first and foremost contact the human resources officer within your department/faculty or equivalent.

If necessary, you can also send questions to: corona [at] lu [dot] se

Tips for managers

As a manager you can turn to the Occupational Health Service for work-related medical, psychological and ergonomic advice, for your workplace; foretagshalsovarden [at] fhv [dot] lu [dot] se

Tips on managing remotely (PDF, new tab)

Tips on managing in times of crisis (PDF, new tab)

Tips on managing staff who are anxious (PDF, new tab)