Can I take a real sick leave to travel?

Real sick leave shouldn't go traveling or engage in other inappropriate activities, because the deterioration of illness or improper treatment may affect the health of employees and may bring economic losses to enterprises.

Enterprises can adopt the following methods when identifying the authenticity of employees' sick leave:

1. Check the medical certificate: when employees take sick leave, they should submit the medical certificate or medical record. Enterprises can learn about employees' illness and treatment plans by looking at diagnosis or medical records, and further judge whether sick leave is true;

2. Verification by dispatching company or third-party organization: The enterprise can entrust dispatching company or third-party organization to carry out verification, such as contacting the hospital where employees are located and checking sick leave records. However, it should be noted that this method may involve employee privacy issues and needs to comply with relevant laws and regulations and enterprise regulations;

3. Contact the employee's family members or emergency contacts: the enterprise can contact the employee's family members or emergency contacts to learn about the employee's illness and treatment, and further judge whether the sick leave is true. However, it should be noted that enterprises should abide by relevant laws and regulations when contacting employees' families to protect the privacy of employees and their families;

4. Follow-up: The enterprise can follow up the sick leave of employees to understand their recovery and further judge whether the sick leave is true or not. However, it should be noted that enterprises should abide by relevant laws and regulations in the follow-up process and must not infringe on employees' privacy rights.

To sum up, workers should rest and treat according to the doctor's advice during sick leave, should not travel or engage in inappropriate activities at will, abide by the relevant regulations and laws and regulations of the enterprise, protect their health and avoid unnecessary losses to the enterprise.

Legal basis:

Article 39 of People's Republic of China (PRC) Labor Contract Law

In any of the following circumstances, the employer may terminate the labor contract:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.