Use the code HOLA10 for $10 off a medical certificate at Hola Health.
Single day: $6.90 (usually $16.90)
Multi day: $29 (usually $39)
I just received a 3 day certificate for $29 within approximately 5 minutes of applying for it.
Edit:
For those of you questioning why it costs more for multiple days, they require you to consult with a Telehealth consultant (via video) to be approved for multiple days, whereas you don't have to for a single day.
It depends an individual's situation with multiple days off and whether or not they would want to lie on their stat dec
So lying to a doctor and paying for a medical cert is the better option?
*I'm not saying people should lie on stat decs
One has greater legal implications than the other
@profane01: no, if you're lying about being sick on a StatDec, is rather strong evidence of mental health issues and conclusive proof that you're too sick to work.
Ymmv… if i know i’m unwell and wants a day off but my employer wants confirmation for compliance or whatever reasons, i would pick a cheaper way than paying $60 gap fee for seeing a gp…
“I was unfit for work on the 1st of October 2024.”
Yeeep
My employer only accepts 2 stat decs a year, rest need to be doc certificates
Is that legal?
Yes very legal. It's why saying straight up to do stat decs all the time instead of medical certificates can be bad advice.
@Clear: but FWA doesn't specify any limitations on Stat Decs. if it's in an agreement you signed then maybe..but probably not….just because it's in a contract, it doesn't mean it's enforceable. But FWA are useless and not interested in actually enforcing their own rules unless you've lawyered up.
https://www.fairwork.gov.au/leave/sick-and-carers-leave/paid…
@M00Cow: Here's an interesting read of when Fair Work sided with the employer over rejecting a stat dec after extended sick leave.
@Clear: yeah unless you've got a good lawyer/union support FWA isn't any help.
But in that case, 6 days with a stat dec might be stretching the "reasonable person" rule. what they needed to produce is 20 "reasonable people" to support their claim. it sounds like they represented themselves vs the company who probably had legal representation.
A lawyer once told me "the law's not about whose right or wrong, it's whose got the deepest pockets".
Not all employers accept a stat dec for illness.
So you don't understand how awards and workplace agreements work then?
Some work places REQUIRE a medical certificate if using free leave (eg URTI upper respiratory tract infection).
A lot of people in these comments clearly don't understand this simple fact.
Incredible how this has become a business now, where they even charge you more when you want more sick leave showing that they know the game.
If one of my team members rocked up with one of these…
You'd what? Go against Fair Work?
Maybe you'd question whether you'd made your work environment bad by demanding these.
Whaaaat? Me, wrong?!? That's impossible! EVERYONE ELSE IS WRONG!!!
Question their critical/independent thinking skills, and tell them next time a stat Dec would be fine, because I'd hope my employees are intelligent and trustworthy:)
(Professional workplaces shouldn't need certificate for personal leave unless it's an extended duration)
The last line, yep.
However, my child was asked to provide one after 2 consecutive days, as a casual, I would have used this service in that case (as much as this service should not exist).
In the end we provided the dated antibiotics prescription box photo which was accepted, ridiculous.
@gunslinger: Since when do you need a med cert to turn down shifts as a casual? Or are there still some leave for casuals arrangements in some states?
@nigel deborah: Never worked as a casual, eh? The usual situation with casual employment is that you have to turn up to work even if you're coughing up blood, and even if you're called for a shift on late notice despite having made other plans, otherwise you get taken off the roster and need to start looking for new work the next day.
Of course, you don't "have" to provide a medical certificate, so long as you never want to work for that employer again.
@AngoraFish: I worked casual for a few years while at uni. Maybe they were short on staff or something but if I was sick I just told them day of or day before, never seemed to affect my shifts.
It seems odd to me a med cert would be required when you're losing money yourself by not coming in. But I can believe some employers would be that toxic.
@nigel deborah: They're talking about combative workplaces that's hardly the norm nowadays. Most managers are fine and nice people in general. However, a single toxic workplace experience will mar a lot of your future workplace experiences, so it's easy to become more biased towards that.
@soupiejr: Having worked in quite a few casual contracts, it very much is the norm. It's not "combative", or even particularly malicious, it's just the inherent structural power imbalance that exists between an employee who literally has no rights whatsoever and managers everywhere.
Question their critical/independent thinking skills
? Your employees are guaranteeing themselves. If anything, this is the right thing to do because it's signed by an actual doctor. Depending on the work contract stat dec might not be fine. Sometimes they limit on how much you can stat dec, but they can never say no to medical certificate. Med cert is the best/safest thing to do.
"questioning their critical skills" smh. Get off your high horse. Your employees are playing the game correctly
Professional workplaces demand cert if you are taking personal leave adjacent to a weekend/holiday.
lol what you going to do? Discipline them for giving you a medical certificate from a certified doctor? Like to see you try, boomer.
My team members have real life careers where attitude and behaviour affects your future.
Isn't that almost any job? What is a real life career?
Not my neg btw. Just curious.
@MS Paint: Usually when it comes job cutting time, these guys are the ones first in line. Good employees are reliable and boss usually wont ask for cert for those. Only slackers will use certs
@djmm: Slackers are the reason certificates exist IMO.
Most of my team members have been great, and I'd encourage them to take sick leave if I worried they were physically or emotionally unwell but sensed they felt guilty doing so.
@MS Paint: A job where people care about their reputation and what their employer thinks of them. Some people commenting here appear not to - they just want the easiest and cheapest way to cheat.
@Make it so: It depends on the job. In some roles, working for soulless corporations, if they treat you like a product then you might as well return the favour.
Also, there's plenty of genuine reasons to get a 'dodgy' medical certificate like this one. If you're vomiting or have a brutal fever the last thing you want to (or sometimes can do) is make a trip to a GP.
@Make it so: Can you let me know where you work so I can steer everyone I know clear of working for toxic boss who doesn't trust his workers?
@chiprillis: Read properly. I trust my workers. Just not people who purchase certificates when not sick to get a day off
@Make it so: Why would they buy if they were told they don't need one in the first place?
Your story has too many plot holes
A ~1 month new colleague presented one of these online med certs to our manager when asked for a med cert for taking Friday off. Obviously our manager won't tell him face to face what she thinks, but she told me her thoughts. I can tell you it doesn't leave a good impression. When it comes to promotions and opportunities that would boost his career, his name most likely won't come to mind unless he performs incredibly well to overshadow this situation. Of course he wasn't told. It depends what line of work you do, I wouldn't gaf if I was at Woolies.
It's silly to think the workplace will make it black and white and go against fair work. HR is an expert at playing these games.
Obviously our manager won't tell him face to face what she thinks, but she told me her thoughts
Your workplace sounds toxic if your manager is gossiping about another co-worker like this.
@Lucille Bluth: Your managers don't discuss with each other on employees performance, reliability etc?
@Ughhh: Not to employees reporting to them, and not in a gossipy manner, especially as it relates to sick leave which is none of my business. If your manager had the balls, they would bring it up directly with the employee if they had issues, not go around and discuss sick leave requests with other employees.
Your workplace is without a doubt toxic. If you don't see anything wrong with that, then so be it.
Going back to your question, no, my managers don't go around questioning the authenticity of sick leave for another employee with me. Thankfully.
@Lucille Bluth: I was kinda his supervisor/senior on the project, so I would need to know if he's off sick. What makes it gossipy manner and not gossipy? Does it help that it wasn't done at the coffee machine?
Reason for sick leave is no ones business, you're correct, but you can't hide what kind of supporting evidence you give.
You may not like it, and negging me doesn't change anything about how others/managers may think. Chances are, many workplaces mostly likely aren't fond of these online med certs, especially you have no rapport with others. Why do you think there's so many negs on the deal? $6.90 is not bad, same with $29 for 3 days, especially if I cbf getting out of bed. Gap at the GP in person would've cost about the same. Wouldn't make sense for your manager to discuss with you if you're not that persons senior/supervisor.
Conferences can be entertaining.
So can't get sick if someone's new to a job?
@UrbanLegend: So from what you understood was that the issue was taking sick leave, rather than the document?? (Hint: the issue is related to the OP.)
Sounds like a terrible place to work.
@Ughhh: I'm a people manager - I definitely don't discuss an individual employee's performance, reliability…etc. with their peers, or with other managers unless there is a specific reason to do so (e.g. an employee is looking to transfer to another position, and that manager asks me for my opinion on that employee).
Even if I were to discuss performance / reliability, it would be with a very specific view of being informative, not things like "oh, employee X got a medical certificate from place Y", which I would classify as just workplace gossip - the kind people engage in when they don't have better things to do.
I definitely don't discuss an individual employee's performance, reliability…etc. with their peers, or with other managers unless there is a specific reason to do so
But you would if they were his/her supervisor/senior?
But you would if they were his/her supervisor/senior?
No, not outside of formal channels for feedback, and even then, I would not make off-hand remarks to comment on an employee's sick leave.
It's really quite simple - I will provide feedback on people I manage through performance reviews and formal feedback conversations where I can provide detailed, reasoned constructive feedback.
If I am managing someone who reports into another manager, I will provide similar feedback through formal channels (if they exist), or if they do not, then I will provide that feedback, either in writing, or during a formal meeting to discuss that employee's performance. If there are serious concerns (e.g. misconduct), then I will raise that through the appropriate channels (e.g. through HR).
FWIW, if your company / department is making hiring and promotion decisions on one example of an employee using an "online" medical certificate instead of on performance, then that's just hilariously stupid. Are you hiring people to get work done to a high standard, or hiring people to be your slave and swear fealty to you? The fact that you've just accepted this as a normal practice just shows that you're part of the problem.
@p1 ama: Wow, what a perfect textbook workplace. Pretty sure that's what our HR would say too. Everyone is so well behaved.
FWIW, if your company / department is making hiring and promotion decisions on one example of an employee using an "online" medical certificate instead of on performance, then that's just hilariously stupid.
I suppose you would hire a candidate who turned up to the interview late and dressed in jeans and flip flops. It would be hilariously stupid to turn them down based on that instead of performance.
Wow, what a perfect textbook workplace. Pretty sure that's what our HR would say too. Everyone is so well behaved.
No need to get personal. I have things I like and dislike about my current workplace, similar to most places I've worked in the past.
However, I don't feel the need to talk behind someone's back. That's what the current question is.
I suppose you would hire a candidate who turned up to the interview late and dressed in jeans and flip flops. It would be hilariously stupid to turn them down based on that instead of performance.
This is a different example - you can go down the rabbit hole and come up with increasingly ridiculous situations - e.g. would you hire someone who is a high performer but comes to work shirtless and only showers 3 times in 7 years…etc.
The comparable situation is whether "one single day off" is sufficient to override an employee's performance record. The obvious answer for me, in this case, is no. If an employee of mine needs to take a single day off, I don't question it or even think about it - they're feeling unwell, kid is sick, need to take mum to the hospital…etc. - I genuinely do not care and it's none of my business.
Obviously if it is a recurring pattern that someone is consistently missing work, then that is a different issue. However, this is not what you are referring to in your example. I maintain that it is hilariously stupid to hold an employee's decision to take a single day off (and the supporting evidence they showed for that) against them even in light of their performance.
For the record, I've hired someone who has turned up to an interview late - they mentioned their train got cancelled, I took them at their word and didn't feel any need to hold it against them. On the jeans and flip-flops, my regular work attire is a t-shirt and hoodie, so I've no issue with someone wearing jeans. Flip-flops belong at the beach IMO, but I wouldn't care.
Anyway, you seem to be getting overly touchy about your colleague's judgement of an other colleague. If I were in your position, I would have just responded with something like "well I trust that X was genuinely sick, anyway, we should see how he goes". Even just on a personal level, if an employer's default assumption about an employee is that they are not trustworthy, don't you think that's an issue?
@Ughhh: I'm a manager and I would never disclose medical information, irrespective of legitimacy, about an employee to another. It's beyond unprofessional.
exactly. It becomes reputational. Not that you can or would take any action because of this, but it's reputationally pretty bad. And the only people that know about it are your management chain and HR - so if you don't care about your reputation amongst those people, then fill your boots.
lol boomer? How simpel are you bro?
Simple?
Ok, “old person” that better bro ?
@swxfty: I'm not old. Definitely, not a boomer. Just making an observation of your juvenile behaviour.
@swxfty: Do they? My interaction with people over 45 has always resulted in them overstating how old they are. Not sure wtf you're talking to — middle-aged women, perhaps.
Regardless of the above, anyone, who calls someone a 'boomer' — generally speaking, isn't very bright. Just saying.
To be fair this was always a business. Normally the business takes the form of a disingenuous 2- minuite chat between "patient" and GP ending up with the GP handing over the product knowing full well what's going on. This is just more openly transactional and hassle-free for both the patient and the GP. No difference morally.
Except for those situations where the GP picks up on something the patient never expected to have. When my team members are unwell, I encourage them to see a doctor. Not for the certificate - I don't care about that.
agree money talks
3 day certificate for $29
What. A. Ripp. Off.
What if I could get 30 days certificate? Pretty good deal?
Yep if you get 30 blank forms with signature pre filled, amd we just put dates when needed..ill pay $33
tax deductible :')
It's not tax deductible, but it wouldn't suprise me if these online medical certificate companies find a loophole somehow.
This deal makes me sick!
$6.9 sick or $29?
From a medical ethics point of view, I don't see how they can justify different rates based on the length of sick leave. Its disgusting!
Precisely. That's why I said they know the game.
They require you to consult with a Telehealth consultant (via video) to be approved for multiple days, whereas you don't have to for a single day hence the different fees.
Good service. This is what we need. Huge demand I rkn. I got over 3000hours of sick leave that I need to use before I retire
That’s lots of $6.9 certificates!
yeh hoping to get bulk discounts
From what I have seen "stress leave" is best bang for buck
There are some online docs with monthly subscription fees. That might work out cheaper.
Do you never get sick? How do you manage to accumulate so many hours? I remember getting sick a lot as a contractor — lots of food poisoning (that turned out to be something else), but I was taking the days off without pay at least once a month lol What about mental health days?
selling medical certs for more money based on how many days feels sickening…
Definitely don't agree with increasing cost depending on # of days.
It's because you have to consult with a Telehealth consultant (via video) to be approved for multiple days, whereas you don't have to for a single day
That may make sense from a business point of view but again medically and ethically that makes no sense. The individual should be assessed in the same manner whether it's 1 day or multiple days.
The fact that there is no face to face consult required for single days highlights the absolute farce that this is!
The fact that there is no face to face consult required for single days highlights the absolute farce that this is!
Sure, but isn't that the fault of whatever regulations there are and not this particular company / deal itself?
Maybe you need their services then. How many days sick do you feel?
What a cheap business practice where the cost of the medical certificate goes up just by adding a number of days … What a crap.
No offence to the poster but I don't see it as a bargain or a deal and imo looks very bad advertisement.
It should be agaist the law to charge more for multiple days.
@profane
Its a deal if they can backdates.
GP arent willing
There's a lot of misconceptions re backdating.
GPs can't backdate the day they saw you, i.e. the day of the consult, however, they can list the days that you're not available for work/school etc. similarly, they can also extend the time of your certifate time into the future.
E.g. if you saw a dr today 20/10/24, it has to say they spoke to you today. However, if clinically relevant, they can lost you as away/sick from the 17th to the 22nd of October (for example).
If your GP says otherwise, simply say you're not asking to be back dated, but those were the days that you were away. So long as it's fair and reasonable, e.g. not 4 weeks ago etc etc
Exactly. And while it’s legal to backdate the dates that the patient is away, it may be difficult to do so if there’s nothing else to justify that.
That's where a stat dec is useful
Sick!!
PS: Better to get 3 x 1 day at a time!
Get one and flick whoever signed it over to AHPRA.
So tempted to do this, especially for the 1 day one. The medical board specifically recommends against treating using only based on email for new patients.
visit your local bulk-billed GP or even better call it in and ask them for telehealth is free
Or save your money and just use a stat dec