HUS year 2024: Wellbeing at work

Wellbeing at work supported mental wellbeing

In 2024, we continued to support mental wellbeing and raised awareness with, for example, the “Kohtaa kaveri” campaign which aims to improve workplace atmosphere. As part of the strategic project, we share information about our low-threshold support services for mental wellbeing on our intranet. 

We worked internally to collaborate with occupational health services, psychiatry and the Mental Health Hub (Mielenterveystalo.fi online service). During the co-operation negotiations in the fall, we supported mental wellbeing at both the individual and work-community level. 

During 2024, we created principles for a safer space that will be implemented throughout HUS during 2025. 

In the autumn, we rewarded Centers of Excellence on the theme day for wellbeing at work. The award-winning units were at the top level in HUS based on the criteria for personnel surveys, workplace safety, sense of community, work atmosphere, and supervisory work. 

We actively trained employees on wellbeing at work and continued to improve our online learning offering.

The development target for occupational safety and health was the addition of occupational safety rounds

In 2024, the development target for occupational safety and health was to introduce occupational safety rounds, and this was done successfully. We have long-term occupational safety and health activities in place, and have succeeded in reducing occupational accidents. For the sixth year running, HUS received the Level II – Towards World Class ranking of the Vision Zero Forum of the Finnish Institute of Occupational Health.  

The number of occupational accidents decreased slightly in 2024 (-1%). Reimbursed accidents during commuting increased by 17% and mainly occurred in the winter months.  

We worked closely with the accident insurance company to better manage prolonged absences due to accidents and to make more efficient use of the means provided by returning to work on a part-time basis.  

Among other things, we issued guidelines on common workplace practices, the procurement of work footwear intended as PPE, and protection against surgical smoke. We increased collaboration with our procurement unit in competitive bidding for occupational-safety-related supplies and equipment.  

Work ability management worked closely with various operators

We worked closely with the employment pension company and created goals for the collaboration to support the HUS strategy. We trained work ability actors and supervisors to be active and to take action at an early stage to prevent prolonged absences due to illness. We defined the collaboration forums for HR and occupational health, and began systematic collaboration to ensure a smooth and timely process of enhanced work ability.  

We developed the reporting on work-ability management in order to support leadership. PowerBI reports provide us with an overall view to support leadership and provide support to the supervisors in the work-ability processes. 

A turn for the better was observed in the absences due to illness. In 2024, the days and rate of sick leave continued to decrease. The largest groups of causes for being absent are musculoskeletal disorders (26%) and mental health and behavioral disorders (23%), which cause prolonged period of absence.  

The success of professional rehabilitation has been at a good level in 2024. The disability pension contribution rate decreased and is below the average level.

The number of partial disability pensions increased, which is a good thing. At the same time, the trend for full disability pensions is decreasing.