Having said that, under OSHA 1994, the employer has obligations to ensure that the workplace is safe for employees. Therefore, if the employer intentionally deny a valid and genuine MC, the employer may find itself running foul with the law.

Actually, it depends whether the employee is subjected to EA 1955 or not. If the employee is not subjected, then all rules are administrated according to the contract. So, it is possible for the employer to restrict or prohibit MC during probation period.

Once an employee starts working, MC and hospitalisation take immediate effect.

Even the best employees will fall sick from time to time, so it wouldn’t make sense for you to be penalized for an illness.