Occupational well-being and work ability
Occupational well-being means that work is safe, healthy and meaningful, and that it is performed by competent employees in a well-led organisation. The goal of occupational well-being is to keep employees healthy and capable to work throughout their careers.
The employer, the employee and the occupational healthcare services all work to promote occupational well-being. Occupational well-being increases commitment to work and reduced the number of absences due to sickness.
It is recommended to compile an occupational well-being plan for a workplace in cooperation with the personnel.
Role of employees in occupational well-being
Employees have a great deal of responsibility for maintaining their occupational abilities and professional competence. All of us can also help build a positive atmosphere at the workplace.
In addition to their basic duties, all employees must take care of their health and safety and do their part for the well-being of their work community.
Ways of developing occupational well-being
Well-being at work can be improved in many different ways. As well-being grows, the productivity of work increases, as does the sense of control. The ways of improving occupational well-being include, e.g.
- sufficient induction
- possibilities for developing competence
- good and open atmosphere at work
- good and fair management
- common rules and shared discussions
- good work ergonomics
- meaningful tasks, lighter duties and job rotation
- safe working methods and conditions
- healthy lifestyle
- sufficient recovery
- flexible working times and individual shift planning
- services offered by the occupational healthcare
- recognising bullying and harassment at workplaces and measures to prevent harassment.
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Early support model
Early support refers to measures that promote work capacities and help prevent their deterioration. The measures are agreed on and processed through the workplace’s co-operation actions.
An early support model must be compiled for each workplace, defining the methods for supporting work ability and the conditions in which the model’s measures will be applied.
The operating model should include measures for early support, enhanced support and support for returning to work. The need for supporting work ability can be observed and brought up by any member in the work community, by occupational safety and health administration or by occupational healthcare services.
Work ability discussion
The first stage of an early support model is a work ability discussion. This discussion is held between a supervisor and an employee. If the employee so wishes, they can invite the occupational health and safety representative or the union representative to accompany them.
The concerns brought up about the employee’s work abilities are discussed during the meeting. The parties agree on how the employee’s work ability could be supported and with which methods. The measures agreed on are recorded, implemented and followed up on.
Occupational health negotiation
Occupational health negotiations are held if the deterioration of work ability is clearly due to a health-related issue or if the measures agreed on in the work ability discussion are not sufficient. The negotiations are often beneficial also when an employee returns to work after a longer absence.
The negotiations will include a representative from the occupational healthcare services, the employee, and the employee’s supervisor. Before the negotiations, the employee can first have a doctor’s appointment alone. The employee can invite a support person to the negotiations, for example their union representative or occupational safety and health representative.
The occupational health negotiation is a way of looking for solutions for supporting occupational well-being and potential return to work. The work duties can be lightened and modified to enable working with a reduced work ability. An employee can also be transferred to different duties or another unit in the organisation, either temporarily or permanently. Partial sick leave, vocational rehabilitation or retraining could also be considered, in which case the pension insurance company will also contribute to the costs.
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Well-Being at Work Card
Training for the Well-Being at Work Card is a good way to promote well-being at work. It is intended for supervisors, staff representatives and anyone interested in occupational well-being.
The training reviews the legislation related to occupational well-being and shares information about the management of occupational well-being, the functionality and health of the work community, and work ability. Find out more at työhyvinvointikortti.fi.