Gofore and Mehiläinen — Work ability as a strategic investment

Gofore, an expert company in digital transformation, builds sustainable and human-centred digital services for industry and society. People are at the heart of the company’s operations: experts whose competence, creativity and problem-solving skills are the foundation of the entire business. That is why investing in work ability and well-being is a strategic choice at Gofore.

"We want to be the best possible partner for our customers and staff and the best possible workplace for the Gofore employees. Expert work is based on people’s ability to think, innovate and solve problems, so work ability and well-being are truly crucial for our business," says Laura Tero, Head of HR at Gofore Finland.

Well-being is systematically built through, for example, early support models, high-quality supervisory work, workload follow-up and comprehensive occupational health services. Gofore has repeatedly been chosen as one of the most attractive employers in Finland, and the employees feel that autonomy, community spirit and psychological safety play a crucial role at their workplace.

Working Life Supreme to support the strategy

Gofore has been a customer of Mehiläinen Working Life Supreme since 2021. From the outset, the company decided to adopt the comprehensive Working Life Supreme service package, which includes extensive occupational health care as well as the treatment of illnesses and accidents at Mehiläinen’s clinics for a fixed annual fee.

"From our point of view, a comprehensive service package is not just an expense, but rather a strategic investment. Its benefits are directly visible in people’s work ability and the smoothness of work," says Tero.

Extensive services enable quick access to treatment and timely support. At the same time, they support the employee experience and strengthen the employer image.

"When people feel good, they do a good job, customers thrive and the entire organisation develops sustainably."

Availability and ease of use are emphasised

Gofore’s employees work in different parts of Finland and travel a lot for their work. That is why the availability and uniformity of occupational health services are particularly important to the company.

"It is essential for us that the service is easily available regardless of location. Quick access to treatment and ease of use are extremely important factors," says Tero.

Digital services also play a key role. With Mehiläinen’s remote services and digital tools, it is possible to take care of a variety of issues quickly without the need for a physical appointment.

"Digital services are part of everyday life. It is important that things can be done remotely, but it is also good that there is an extensive service network in the background when you need to come to an actual appointment."

Early support is visible in the results

At Gofore, occupational health care cooperation is actively monitored using data. The company has seen concrete impacts on both the number and duration of sickness-related absences.

"We have succeeded particularly well in shortening the duration of sickness-related absences. Early access to help is certainly one of the key factors," says Tero.

The employees have also actively used preventive services, such as mood- and sleep-related coaching programmes.

"The use of these services has increased, which is a good thing. At the same time, sickness-related absences have not increased, but it seems that early support helps tackle the challenges before they develop into problems requiring longer absences."

The treatment paths of musculoskeletal disorders have also been smooth. If necessary, employees are referred directly to an occupational physiotherapist, which speeds up treatment and reduces unnecessary visits to the doctor.

The partnership is based on open cooperation

Above all, Tero describes the cooperation between Gofore and Mehiläinen as straightforward and open.

"Regular steering group meetings pace the cooperation, and if there is a need to react quickly to a situation, it can be done flexibly. Cooperation has been efficient and smooth."

While the company has been growing, the occupational health partner has also been involved in acquisitions and personnel transfers.

"Above all, we see Mehiläinen as a strategic partner, not just as a provider of occupational health services. The partnership is based on long-term and transparent cooperation and a common goal: that Gofore employees feel well and remain able to work even in the changing working life."

1. Think of occupational health care as a strategic investment rather than an expense. The comprehensive service package enables early intervention, quick access to treatment and the prevention of longer sickness-related absences. This is reflected in both the work ability of the employees as well as in costs in the long term.
2. Invest in a partnership model — not just in a service product. Strive to keep the cooperation continuous, open and innovative, so that new ideas and development work are constantly included in the discussions.
3. Ensure the roles of supervisors and HR as part of occupational health care cooperation. Work ability is built in everyday life. Therefore, high-quality supervisory work, performance management and workload management are just as important as the treatment paths of the service provider.
4. Guide the employees to the right services in a timely manner, so that the expertise of the healthcare personnel can be used in the right place and at the right time. This also prevents costly overtreatments.
5. Actively monitor the data and discuss the results together. The effectiveness of the service, the number of visits and their correct allocation must be monitored, and cooperation must be developed on the basis of the collected information.