Issue with sick note

They do indeed. I don't know, it is very strange to have two different dates.

I already took my bereavement entitlement last week (3 days + one day annual leave), so I don't have any other option but to go on sick leave, otherwise I'd have to use my vacation days.

We work remotely per the current government guidelines. I did not show up physically to the office. I'm still at home, so from an insurance perspective, it has no impact whatsoever. I simply logged in and did some work.

Yes, it was my call to move the date to today because no one wants to cover for me at work yesterday and the only person who could cover for me (my manager) is off sick.

I asked the administrative assistant who re-drafted the certificate (for the start date to be 15/01) to change the issuance date for it to coincide with the re-drafting date (14/01), but they refused. They said the certificate has to state the date of issuance as the date of the appointment, which makes zero sense in my eyes in the instance where the certificate is amended. If you re-draft a certificate, then you need to amend the issuance date.

My manager may not question this, but HR might. The way they've done it is causing me more stress than anything else. €60 for a certificate that I'm not 100% comfortable with.

The issuance date is at the very bottom, so I could hide it, but I feel uncomfortable doing this.

They can ask that I see their doctor but I've been with them two years and never took a sick day (whether certified or uncertified).

As stated in the OP, my parent passed away suddenly two weeks ago and I'm off on sick leave for 2 weeks. I think it's self-explanatory. There's no need to involve the work doctor because the reasons are clear why I'm unable to cope with work when I was already working 10-12 hours a day before my parent's passing. You have to be pretty unreasonable to ask a grieving person who just lost their parent to see a work doctor because you are assuming their sick leave is based on a fabricated illness. Grief and anxiety are debilitating.

Work doctor in our policy is only involved following a series of short-term illnesses (can't remember the exact minimum).

Our company policy states 3 days of compassionate leave which is what was entered into the HR portal under my name. There's no discretionary period or adjustment dependent on proximity to the deceased (immediate vs distant relative).

3 days is nowhere near enough, especially if your relative passed overseas. The shock is even greater that the death was unexpected and I hadn't seen this parent since before COVID. The first three days I was in shock and barely realized what was happening. The grief started kicking in after the funeral.

People grieve differently. I don't want this sick leave to be held against me as a "female" in a "male" dominated industry. I've always been a career driven individual and worked 12 hours a day + weekends on a regular basis without a single complaint. However, when you suddenly lose a parent at 30, it's bound to throw you into a loop, especially if you didn't get to see them before they died. I don't want this sick leave to turn into "women" are more emotional than "men" and therefore need more time to grieve. Most men in this company would probably be shooting emails during a relative's funeral if they could.

Companies should also recognize the fact that they need their employees to deliver work of adequate quality. A grieving employee forcing himself/herself back into work so quickly increases the risk of mistakes and poor quality delivery, especially if the employer is unwilling to discuss temporary workload reduction when the workload is not evenly assigned to begin with (as it is the case for me). In my case, my management completely ignored me when I returned to the office after my bereavement leave and some stakeholders even expected me to absorb my manager's work on my first day back, which triggered additional anxiety as I could barely cope with my own work which no one volunteered to cover during my absence.