January 2012 the Danish law on sickness absence benefit was regulated in terms of the employer period. The regulation implied that the period of which the employer must pay full salary to the sick-listed employee before being compensated by the municipality “employer period”, was extended from 21 days to 30 days. The longer employer period may have influenced how companies manage sickness absence, as well as hiring and firing procedures. The regulation may have had an effect on the dynamics of the labour market as a whole and to some extend in subgroups of certain exposure of occupational health if the regulation favours certain types of industries. In the present study we investigate to what extent such regulation impact the labour market affiliation as a whole and in the context of occupational health.Methods
The labour market affiliation will be analysed by the use of the Danish Working Environment Cohort Study 2010, and the 2012 survey of the National Occupational and Health. Both surveys will be linked with the newly released register “Labour market accountant” (AMR) on salary and social payments. The labour marked affiliation will be analysed by a well-established Multi-state model containing five major stages with three trans durable stages; work, sickness absence, and unemployment, and two absorbing stages; disability pension, and early retirement scheme. The two surveys will make it possible to analyse the effect on the labour market affiliation before and after the regulation was initiated.