Mental Health at Work Programme
The purpose of the Mental Health at Work Programme is to make workplaces better equipped to support the mental health of employees. For this, workplaces work in collaboration with occupational healthcare providers.
The programme is part of a wider mental health strategy with focus areas including support for mental health in the workplace.
More detailed objectives and measures are described in the project plan.
Aiming to reduce sick absence and disability retirement
The purpose of the programme is to make workplaces better equipped to support the mental health of employees, and to manage risk factors for mental health issues.
The Finnish Institute of Occupational Health has launched a project aiming to provide workplaces and occupational healthcare providers with tools for proactively supporting mental health and preventing mental health problems.
A model for cooperation with occupational healthcare will be developed, while spreading the message of measures and methods available for supporting mental health, and boosting related skills and competence in workplaces and occupational healthcare.
A manifesto for mental health in the workplace
The longer term objective of the programme is to influence the workplace culture such that measures to support working capacity will no longer focus on individuals and on reactive or corrective measures, but instead on the entire work community and preventive action. Similarly, this is the goal of the ten-point manifesto for mental health in the workplace.
The purpose of all measures is to reduce sick leave and disability retirement due to mental health problems. Ensuring that employees remain at work will keep the employment rate at the current level and contribute to achieving the 75% employment rate target.
Support for recovering from the COVID-19 crisis
The COVID-19 pandemic has affected workplaces in many ways. The programme involves launching measures to support recovery during and after the crisis.
These measures will ease the transition back to normal, for example after a period of remote work, and promote the wellbeing and coping of those who have been working under particularly difficult conditions during the emergency.
The situation of employees who have been absent from work during the emergency will be taken into account and support will be offered for their return to work. This will ensure the availability of a workforce with full working capacity in the future.