Acting as an employer

Paying your employees is not the only obligation that applies to you as an employer. You must also provide occupational health care, take care of occupational safety and health, take out an insurance for your employees, and draw up an equality plan. To ensure that working is as safe as possible, observe the working environment, working spaces and working methods. Remember to also take care of salary-based and other notifications to be sent to different authorities. If there is a valid collective agreement for your sector, the terms of employment must comply with it.

Occupational health care improves the work ability of your employees

As an employer, the Occupational Health Care Act obliges you to arrange occupational health care for your personnel when there is at least one employee. All your employees have the right to occupational health care regardless of their working hours or the length of their employment relationships. The objective of occupational health care is to promote the healthy and safe working conditions of your employees, to support their ability to work throughout their careers, and to prevent work-related illnesses and accidents.

Occupational safety ensures safe working conditions

The aim of occupational safety is to create a safe, healthy, and productive workplace. As an employer, you are obliged to draw up an occupational safety and health policy. Additionally, it is your responsibility to assess and mitigate potential hazards and failures.

Insurances provide cover for accidents

An insurance will provide you with security if your employee is injured in an accident at work, on the way to or from work, or becomes ill with an occupational disease. You can take out an insurance from your preferred non-life insurance company. Different insurance companies have different practices, so the exact prices of insurances vary. If you wish, you can tender for insurance companies. 

Compulsory insurance policies for employees include earnings-related pension insurance, occupational accident and disease insurance, group life insurance, unemployment insurance premiums, and health insurance premiums. If you wish, you can also take out voluntary insurances.

Impact of disability pensions of a person with partial work ability on the employment pension contributions of large employers

If you are a large employer, your employment pension contributions are determined by comparing your disability risk with the average risk. The calculation compares the amount of disability pensions previously granted to the average amount of employment pension contributions.

At the beginning of an employment relationship, a customer of TE Office or a municipal trial who is finding employment with partial work ability must request a certificate from TE Office or a municipal trial stating that they have been entered in TE Services' customer register as a jobseeker with partial work ability. After this, they must deliver the certificate to you. As an employer, you must keep the certificate.

If a person with partial work ability becomes incapable of work during the first five years of employment, you must submit the certificate of partial work capacity received from the employee to your employment pension insurance company, in which case the employee's disability pension will not affect your employment pension contributions category.

When your employee requests a certificate of their partial work ability at the beginning of the employment relationship and delivers it to you, you will avoid the effects that your employee's possible retirement on disability pension would have on your employment pension contributions. This may, for its part, encourage the hiring of an employee with partial work ability.