What is an acceptable doctor's note for work?

A note an employer will accept generally includes the provider's letterhead and contact information, your name, the date you were seen, a statement that you were evaluated or treated, the dates you should be excused or any return-to-work restrictions, and the provider's signature. It does not need to state your diagnosis — verification of the absence is enough.

Can an employer require a doctor's note?

Yes. An employer may ask for a doctor's note as long as it applies the policy consistently, and it can require medical certification to verify FMLA leave or an extended absence. When an employee returns from medical leave, an employer may also require a fitness-for-duty note, limited to whether you can perform the job's essential functions.

Does a doctor's note have to say what's wrong with you?

No. A doctor's note for work or school only needs to confirm you were seen and state the dates you should be excused. You generally do not have to disclose your diagnosis, and an employer must keep any medical information it does receive in a confidential file, separate from your personnel records, under the ADA.

Do employers actually verify doctor's notes?

They can. A note carries the clinic's name, phone number, and the provider's signature precisely so an employer or school can call to confirm it's genuine. Larger employers and HR departments do verify notes, especially for extended or repeated absences — which is also why a forged note is grounds for discipline or termination.

Is a doctor's note enough for FMLA leave?

Not always. For FMLA leave, an employer can require a formal medical certification (such as DOL Form WH-380) covering when the condition began, how long it will last, and relevant medical facts — more than a basic excuse note provides. A standard doctor's note may start the conversation, but the certification is what substantiates the leave.

How long should I keep a doctor's note?

Keep it at least three years — the period employers must retain FMLA records — and longer if it relates to FMLA leave, a disability accommodation, or a disputed absence. The note is your proof that an absence was medically excused on specific dates, which you may need well after the fact if a leave or termination is ever challenged.

Medical

Doctor's Note

A doctor's note — also called a medical excuse or sick note — is a short document from a licensed healthcare provider confirming you were seen and stating the dates you should be excused from work or school. It verifies a medical absence and lists any return date or restrictions, without disclosing your diagnosis.

Employers covered by the FMLA must keep their FMLA records — including medical certifications and documents describing leave taken — for no less than three years.

Source: U.S. Department of Labor — FMLA Frequently Asked Questions

Written & maintained by the Granite team · Last updated June 2026

Overview

A clinic, urgent care, or physician issues a doctor's note after an appointment to confirm you were evaluated and that an absence is medically justified. A valid note generally carries the provider's letterhead, your name, the date you were seen, the dates you're excused, an expected return date, and the provider's signature — but, under privacy rules, it does not have to state what's wrong with you.

The note's whole purpose is verification after the fact: an employer or school keeps it as proof the absence was legitimate. That makes the version you hold worth keeping, because if a sick day turns into an FMLA leave request, a disability accommodation, or a disputed termination, the note is your evidence that you were seen and excused on specific dates.

When you’ll get your Doctor's Note

You missed work or school for an illness or injury and your employer or school requires verification
You're requesting or extending FMLA leave for a serious health condition
You're returning to work and need a release, sometimes with restrictions
You're requesting a disability accommodation under the ADA
A child or family member was seen and the school or daycare needs an excuse

What’s on your Doctor's Note

These are the fields Granite reads and extracts automatically the moment you upload one.

Patient Name: The person the note excuses (sensitive).
Issuing Provider: The physician, clinic, or hospital that issued the note.
Facility / Clinic: Where care was delivered, if different from the provider.
Date Issued: The date the note was written — typically the appointment date.
Excused From: Whether the note covers work, school, or both.
Absence Dates: The first day excused, and the range if one is given.
Return Date: When you may return to work or school, if stated.
Restrictions: Any limitations on return — light duty, no lifting, no PE (sensitive).

How long to keep it

Keep a doctor's note at least 3 years — and longer if it supports FMLA leave, a disability accommodation, or any contested absence.

Employers covered by the FMLA must preserve their FMLA records, including medical certifications, for no less than three years, and FMLA lawsuits can be brought up to two years after a violation (three if willful). Keeping your own copy at least that long means you can prove an absence was medically excused on specific dates if a leave, accommodation, or termination is ever questioned — long after the sick day itself is forgotten.

How Granite handles your Doctor's Note

Granite reads a doctor's note — patient, issuing provider, the date you were seen, what you're excused from, your return date, and any restrictions — and files it with your medical records, linked to the provider. Because it captures the excused and return dates, you can pull up exactly which absences a provider documented, so when HR, a school, or an FMLA form asks for proof months later, the note is one search away instead of lost in a drawer.

FAQ

Doctor's Note: common questions

What is an acceptable doctor's note for work?: A note an employer will accept generally includes the provider's letterhead and contact information, your name, the date you were seen, a statement that you were evaluated or treated, the dates you should be excused or any return-to-work restrictions, and the provider's signature. It does not need to state your diagnosis — verification of the absence is enough.
Can an employer require a doctor's note?: Yes. An employer may ask for a doctor's note as long as it applies the policy consistently, and it can require medical certification to verify FMLA leave or an extended absence. When an employee returns from medical leave, an employer may also require a fitness-for-duty note, limited to whether you can perform the job's essential functions.
Does a doctor's note have to say what's wrong with you?: No. A doctor's note for work or school only needs to confirm you were seen and state the dates you should be excused. You generally do not have to disclose your diagnosis, and an employer must keep any medical information it does receive in a confidential file, separate from your personnel records, under the ADA.
Do employers actually verify doctor's notes?: They can. A note carries the clinic's name, phone number, and the provider's signature precisely so an employer or school can call to confirm it's genuine. Larger employers and HR departments do verify notes, especially for extended or repeated absences — which is also why a forged note is grounds for discipline or termination.
Is a doctor's note enough for FMLA leave?: Not always. For FMLA leave, an employer can require a formal medical certification (such as DOL Form WH-380) covering when the condition began, how long it will last, and relevant medical facts — more than a basic excuse note provides. A standard doctor's note may start the conversation, but the certification is what substantiates the leave.
How long should I keep a doctor's note?: Keep it at least three years — the period employers must retain FMLA records — and longer if it relates to FMLA leave, a disability accommodation, or a disputed absence. The note is your proof that an absence was medically excused on specific dates, which you may need well after the fact if a leave or termination is ever challenged.

Sources

This page is checked against primary and authoritative sources:

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