Supervisor support

• Constantly monitoring the staff’s energy levels, work ability and absences as part of normal supervisor tasks
• It is the supervisor’s task to react if they notice challenges/problems in the performance of employees in their daily work
• The supervisor holds an early support discussion with the employee when concerns about the employee’s work ability arise, participates in the planning of the necessary measures and monitors the implementation of the agreed measures and documents the discussion in a memo designed for the purpose
• The supervisor makes the necessary changes to the working conditions or the content of work
• If necessary, the supervisor contacts occupational health care or refers the employee to occupational health care in health-related matters

• The employee takes care of their own well-being, health and work ability.
• In their work, the employee must comply with the employer’s orders and instructions as well as the practices agreed at the workplace.
• The employee has the right to receive help from the employer, supervisor and occupational health care in matters related to their work ability.

• Helps and support supervisors in the management of work ability
• Monitor the absences of the staff
• Cooperates with supervisors, occupational safety and health, occupational health care and external partners
• Is involved in joint early support meetings, if necessary
• Plans and develops matters related to the promotion of occupational well-being
• Coordinates the possible relocation, together with supervisors
• Leads and coordinates communication with any external parties (rehabilitation institutions, pension insurance companies, etc.)

• Monitors sickness-related absences and the persons' work ability.
• Cooperates constantly with the employee, the supervisor and HR and provides expert assistance in making changes to the work.
• Carries out, if necessary, an assessment of work ability in relation to the duties assigned and provides a written opinion on it.
• Carries out an assessment of the need for treatment and/or rehabilitation, initiates it and arranges follow-up.
• Is involved in the occupational health negotiation.

Speaking up is a method used when you want to discuss a concern or a problem with an employee. The aim is to create an open and confidential discussion in which solutions or next steps can be discussed together.

The principles of speaking up are:

1. Openness and honesty: The discussion should be direct and honest.
2. Listening: It is important to listen to the other party’s views and feelings.
3. Cooperation: Finding solutions together, not just giving instructions.
4. Respect: Respecting the other party’s feelings and perspectives.

The discussion may concern, for example, coping at work or other life challenges.

The purpose of occupational health negotiations (tripartite negotiation, work ability meeting, network negotiation) is to find solutions to problems related to work, the work environment, or the work community that have an effect on the employee’s work ability and health. The negotiations do not include discussing an employee’s personal health data. The discussions focus on coping at work and any related matters.

An occupational health negotiation may be called by an employee, a supervisor or the occupational health care service provider. The employee has the right to decide which parties are present at the negotiation. In most cases, the negotiations include the employee, their closest supervisor and a representative or several representatives of the occupational health care service provider. In addition, the company’s occupational safety representative may be invited to the negotiations.

Learn more about occupational health negotiations.

The occupational health professional and the employee draw up a work ability plan together, which ensures that all parties are committed to the process.

A work ability plan is drawn up when a risk to the employee’s work ability has been detected, for example:

• in connection with contacting the employee due to a Compass alert,
• a consequent health examination, or
• in a work ability monitoring meeting.

In addition, the work ability plan is updated when there are noticeable changes in the employee’s situation or at least every three months.

The work ability plan takes into account:

• a broad work ability perspective
• the person's functional capacity
• opportunities for continuing at work and work arrangements
• active motivation and commitment to rehabilitation measures