Incapacity for work means a significant reduction in work ability. Work ability can be reduced temporarily or permanently. An entrepreneur's incapacity can complicate the running of the company or even result in it going out of business.
Even small acts can reduce the risk of incapacity for work. See our list on how you can get started. Our experts can help you in questions related to preventing risks to work ability.
1. Increase in sickness absences reveals problems
Work ability often declines in stages, and an increase in sickness absences can be an indication of a deteriorating situation. Sickness absences can be reduced by improving wellbeing at work and addressing problems in time. Responsible businesses have a plan in place for situations where there are signs that an employee's work ability is deteriorating.
According to the Finnish Centre for Pensions, incapacity for work is caused most often by mental disorders, musculoskeletal disorders, neurological disorders and cardiovascular disease. Since 2000, mental disorders have been the most common cause of incapacity for work.
2. Address burnout in time
Burnout starts slowly and unnoticeably. Identifying factors that contribute to coping at work may be difficult for employees, let alone the employer. Around one in four employees in Finland suffer from minor burnout. Even minor burnout should be addressed in time to prevent the situation becoming more serious.
Around 2–3% of employees suffer from serious burnout. In these cases, the burnout has advanced to the point that the employee is at risk of partial or permanent incapacity for work. Pay attention to the following to detect the signs of burnout in time:
- severe and constant tiredness
- loss of meaning in work
- decreased self-esteem and a growing sense of inadequacy
3. Everyone is responsible for wellbeing at work
While each employee is responsible for their personal wellbeing, the employer also has a duty to take care of employees’ work ability. Employees may be in danger of becoming unable to work if there is no awareness in the workplace of how to deal with difficult situations. Supervisors have a large responsibility in ensuring employees' work ability. Supervisors can promote employee wellbeing and prevent incapacity in the following ways, for example:
- Speak openly about burnout and workload even when no signs of danger are present.
- If you notice that an employee has problems with work ability, tell them that they can seek help from occupational health care, for example.
- With employees, investigate and fix the issues that cause excessive workload.
- Keep in touch with employees who have taken part-time leave due to incapacity for work.
- Make sure that the return to work is arranged so that it supports the employee’s return from part-time leave.
4. Preventing threats to work ability saves money
An employee’s incapacity for work results in expenses for the employer, regardless of the size or line of business The smaller the company, the severer the effects of an incapacitated employee are on the bottom line and operations. Reducing the risks of sickness absences and incapacity for work saves money and ensures the continuity of the business.
The costs of reduced work ability affect many companies. In Finland every year, around 20,000 people leave on permanent disability pension. The number of people suffering from shorter periods of incapacity for work is even larger than this.
Voluntary disability insurance helps ensure that your company’s finances do not suffer excessively if an employee becomes incapacitated and cannot work. Remember to also make sure that you are yourself insured. Disability insurance secures your and your family’s livelihood.
