In Finland, employers must provide occupational healthcare services to all employees regardless of employment type or duration. This legal obligation aims to promote employee health, work capacity, and workplace safety. The employer must arrange preventive healthcare services at minimum, with the option to include medical care. Requirements vary slightly by company size, and costs are partially reimbursed by Kela. Understanding these requirements helps employers maintain compliance while supporting employee wellbeing.
What are the legal obligations for occupational healthcare in Finland?
In Finland, all employers are legally required to provide occupational healthcare services to their employees under the Occupational Health Care Act (1383/2001). This obligation applies regardless of company size or the nature of the employment relationship. The primary purpose of this legislation is to prevent work-related health risks and promote employee wellbeing and work capacity.
Key legal obligations for employers include:
- Arranging occupational healthcare services with qualified providers
- Creating a written occupational healthcare agreement
- Developing an action plan for occupational healthcare
- Covering the costs of mandatory preventive occupational healthcare
- Enabling workplace assessments and health examinations
- Maintaining documentation of occupational healthcare arrangements
- Informing employees about available occupational healthcare services
Employers must establish these services when they hire their first employee, and the services must be in place throughout the duration of employment relationships. The occupational healthcare agreement and action plan must be reviewed and updated regularly to ensure they remain relevant to the workplace’s current conditions and needs.
Who is responsible for arranging occupational health services in Finland?
The primary responsibility for arranging occupational health services in Finland lies with the employer. The employer must take the initiative to establish a contract with a qualified occupational healthcare provider and ensure that services are available to all employees regardless of their employment type (permanent, fixed-term, or part-time).
While employers bear the responsibility for arranging these services, employees have specific rights and responsibilities within this system:
Employer responsibilities:
- Selecting and contracting with an appropriate healthcare provider
- Covering the costs of mandatory occupational healthcare services
- Facilitating workplace assessments and health examinations
- Implementing recommended workplace improvements
- Maintaining confidentiality regarding employee health information
Employee rights and responsibilities:
- Right to access occupational healthcare services
- Participation in mandatory health examinations
- Providing necessary information about work conditions
- Cooperating with occupational healthcare professionals
- Following safety guidelines and recommendations
The occupational healthcare provider is responsible for delivering professional services according to the agreement and maintaining appropriate medical records while ensuring confidentiality.
What services must be included in occupational healthcare in Finland?
Finnish law distinguishes between mandatory preventive occupational healthcare services and voluntary medical care services. At minimum, employers must provide preventive services, while medical treatment services are optional.
Mandatory preventive services include:
- Workplace assessments to identify health risks and hazards
- Health examinations based on workplace risks (initial, periodic, and special examinations)
- Guidance and counseling on health and safety matters
- Monitoring and supporting employees with reduced work capacity
- First aid readiness planning and training
- Participation in activities that maintain work ability
- Referrals to rehabilitation when necessary
The preventive services focus on identifying and mitigating workplace risks before they cause health problems. This includes regular workplace visits by occupational healthcare professionals to assess working conditions.
Voluntary medical care services may include:
- General practitioner-level medical care
- Specialist consultations (limited scope)
- Laboratory and imaging services
- Physiotherapy services
- Mental health support
The scope of services should be clearly defined in the occupational healthcare agreement and action plan, which are developed in collaboration between the employer and the healthcare provider.
How do occupational healthcare requirements differ by company size?
While the basic legal obligation to provide occupational healthcare applies to all employers regardless of size, there are some practical differences in how these requirements are implemented based on company size.
Small businesses (1-20 employees):
- Must still provide all mandatory preventive services
- May use simpler workplace assessment methods
- Can often work with municipal health centers or smaller private providers
- May benefit from group contracts or shared services with other small businesses
- Typically have less complex documentation requirements
Medium and large businesses (20+ employees):
- Often need more comprehensive workplace assessments
- May require industry-specific expertise from providers
- Typically establish more detailed occupational healthcare action plans
- Often provide broader voluntary medical services
- May have dedicated occupational healthcare committees
- May need more extensive reporting and monitoring systems
Regardless of size, all employers must ensure that occupational healthcare services are accessible to all employees. The content of services should be proportionate to the workplace size, industry risks, and specific needs of the work environment.
What are the costs of occupational healthcare for Finnish employers?
Occupational healthcare represents a significant investment for employers in Finland, but the costs are partially offset through the reimbursement system administered by Kela (the Social Insurance Institution of Finland).
The cost structure typically includes:
- Basic contract fees with the healthcare provider
- Per-visit or per-service charges
- Annual fees based on the number of employees
- Additional costs for specialized services or examinations
Kela reimburses employers for a portion of these costs under two categories:
Reimbursement Category I (preventive services):
- Covers mandatory preventive occupational healthcare
- Reimbursement rate up to 60% of necessary and reasonable costs
- Subject to an annual maximum per employee
Reimbursement Category II (medical care):
- Covers voluntary general medical care services
- Reimbursement rate up to 50% of necessary and reasonable costs
- Subject to an annual maximum per employee
Employers can claim these reimbursements annually by submitting the required documentation to Kela. From a tax perspective, occupational healthcare costs are fully deductible business expenses for the employer.
How can employers implement effective occupational healthcare programs?
Implementing an effective occupational healthcare program requires thoughtful planning and ongoing management. Here are practical steps for employers:
Selecting a provider:
- Research qualified providers (municipal health centers, private clinics, or company’s own occupational health unit)
- Ensure the provider has expertise relevant to your industry
- Consider location and accessibility for employees
- Compare service offerings and pricing structures
Establishing the service agreement:
- Define the scope of services (preventive and possible medical care)
- Clarify responsibilities of all parties
- Specify reporting and communication procedures
- Include provisions for regular review and updates
Developing the action plan:
- Conduct initial workplace assessment to identify needs and risks
- Set clear objectives for occupational healthcare
- Define specific activities and their scheduling
- Establish metrics for evaluating effectiveness
Communication with employees:
- Inform all staff about available services and how to access them
- Explain the purpose and benefits of occupational healthcare
- Provide clear instructions for booking appointments
- Regularly remind employees about available support
Effective occupational healthcare is a partnership between the employer, healthcare provider, and employees. Regular monitoring and adjustment of the program ensure it continues to meet the evolving needs of the workplace and complies with current regulations.
