A frequent question in human resources routines concerns the limits of employee privacy when presenting medical justifications for absences. A recent report published by legal portal Consultor Jurídico addresses this topic, highlighting that requiring the International Classification of Diseases (ICD, known in Brazil as CID) on medical certificates does not constitute a violation of employee privacy.
The role of the ICD in medical certificates
The acronym ICD refers to the International Classification of Diseases, a global standard used to identify and categorize health conditions. In a corporate context, a medical certificate justifies an employee’s absence due to health reasons. The presence of the ICD code allows the company to understand the nature of the leave, facilitating internal planning and proper referral to social security when the leave period extends.
Privacy and management routines
The debate over requiring an ICD code often involves the employee’s right to privacy. There is concern that disclosing a medical diagnosis might cause embarrassment in the workplace. However, the reported understanding indicates that requesting this information, as part of company attendance control and occupational health policies, does not breach the employee’s personality rights.
For Human Resources, receiving certificates with the disease specification helps map occupational risks and implement workplace preventive health measures. However, medical information must be treated confidentially by the responsible department, ensuring that sensitive data is not improperly disclosed to other colleagues.
Practical considerations for companies
Confirming that requiring an ICD code does not breach privacy provides greater legal certainty for internal corporate policies. Managers and human resources professionals can maintain health and occupational safety routines based on accurate information.
It is essential for organizations to maintain clear policies on health data processing, ensuring that information in medical certificates is accessed only by authorized personnel and used strictly for people management purposes and compliance with legal obligations.
This content is for informational purposes only and does not constitute legal advice. For guidance on specific matters, consult a qualified lawyer.
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