Short answer

If you missed work after an emergency room (ER) visit but do not have a doctor’s note, you have several practical options in Ohio: obtain after-visit paperwork or medical records from the ER, ask your primary care doctor or an urgent care clinic for a retrospective note, provide alternative documentation (billing statements, prescription receipts, discharge summaries), review your employer’s attendance and leave policy, and, if eligible, pursue federal leave protections (FMLA). If your employer disciplines you unfairly or discriminates, you may have further remedies under Ohio law.

Detailed answer — step-by-step guidance

1. Check your employer’s written policy right away

Start by reviewing your employee handbook, contract, or any written attendance and leave policies. Employers commonly state what documentation they require and how soon you must submit it (for example, “a doctor’s note within 3 days”). Knowing the exact rule lets you respond correctly and request any procedural exceptions.

2. Get the ER after-visit summary and medical records

ERs routinely produce an after-visit summary (discharge paperwork) and you can request copies of your full medical record. Under federal privacy rules, you have a right to access your health records; the U.S. Department of Health & Human Services explains how to request records and your rights under HIPAA: https://www.hhs.gov/hipaa/for-individuals/medical-records/index.html. Employers often accept the ER discharge summary, billing statement, or records as suitable documentation when a separate doctor’s note is missing.

3. Ask your ER, primary care physician, or urgent care for a retrospective note

Many doctors or clinics will write a note after the fact that verifies you were evaluated in the ER and were advised to rest or refrain from work for a certain period. If your ER visit included instructions to be off work, request a note that states the dates you were unable to work.

4. Provide alternative evidence

If you cannot obtain a formal note quickly, submit other records that corroborate your absence:

• ER discharge summary or after-visit summary
• ER billing statement or itemized bill showing dates of service
• Prescriptions filled the day of/after the visit
• Lab or imaging reports with timestamps
• A signed statement from a treating clinician or clinic

5. Communicate early and in writing with your employer

Tell your manager or HR between shifts (email is best) that you visited the ER, you are working to get documentation, and give a timeline for when you will provide it. Timely communication reduces the risk of discipline for unreported absences and documents your good-faith effort.

6. Determine if federal protections apply (FMLA)

If your absence was due to a serious health condition and you work for an employer covered by the Family and Medical Leave Act (FMLA), your employer may require medical certification. FMLA has specific rules about when employers can request certification and the kind of documentation required. See the U.S. Department of Labor’s FMLA page for details: https://www.dol.gov/agencies/whd/fmla.

7. Ask for a reasonable accommodation or exception if needed

If a strict documentation deadline would cause hardship and you have a disability or medical condition, ask HR for a reasonable accommodation while you get records. Ohio law and federal law protect employees from disability-based discrimination; employers may need to make reasonable accommodations unless doing so causes undue hardship. Ohio’s anti-discrimination law is in the Ohio Revised Code: Ohio Rev. Code § 4112.02.

8. Preserve all records and notes of communications

Save emails, texts, receipts, medical records requests, and any returned copies. If a dispute arises, a paper trail showing you sought documentation and informed your employer promptly strengthens your position.

9. If your employer disciplines you, consider next steps

If your employer disciplines or fires you despite reasonable documentation or a clear request for time to obtain it, you can:

• Request a written explanation of the discipline
• File an internal appeal or grievance if your employer has one
• Contact the U.S. Department of Labor for potential FMLA violations: https://www.dol.gov/agencies/whd/contact
• Contact the Ohio Civil Rights Commission or consult an employment attorney if you believe discrimination or retaliation occurred

10. When to involve an attorney

Consider speaking with an employment lawyer if your employer insists on discipline despite reasonable documentation efforts, denies leave protected by law, or treats you differently because of a medical condition. An attorney can evaluate whether state or federal law may protect you and explain the remedies available.

Helpful Hints

• Ask the ER for the after-visit summary before you leave or request it the same day — many hospitals give you a printed copy or an electronic copy via patient portal.
• Complete a HIPAA authorization at the hospital to speed the release of records to you or to your employer.
• If you need a simple note, an urgent care visit can often provide a same-day note at lower cost than another ER visit.
• Keep copies of prescriptions or medication labels — they show dates and support your claim you were treated.
• Document each contact with your employer (who you spoke to, when, and what was said).
• If your employer’s timeline for documentation is impossible, ask for a short extension in writing while you obtain records.
• Know whether your employer is covered by FMLA and whether you meet eligibility requirements (usually 12 months and 1,250 hours worked). See: DOL FMLA information.
• Remember: simply missing work after an ER visit is common; employers typically accept ER paperwork or a retrospective note once you obtain it.