Work Ability Management

Work ability is a shared responsibility across the entire organization and always requires long-term commitment. Through strategic work ability management, we can together develop an effective and well-functioning early support model. Successful work ability management significantly reduces sickness absences and work ability risks — but it requires jointly created and agreed-upon practices.

The best results are achieved when the jointly agreed practices of work ability management — and their implementation in daily operations — are embraced by:

Strategic work ability management focuses on anticipating and preventing risks related to work disability—ultimately helping organizations achieve significant cost savings while supporting sustainable employee wellbeing.

Good work ability is built on physical, psychological, and social wellbeing. When any of these core elements are disrupted—whether at work or outside of it—the result may be a temporary or long-term decline in a person’s capacity to work. A work ability risk arises when various symptoms begin to interfere with daily functioning and job performance, increasing the likelihood of an employee eventually facing work disability or early retirement.

Even with strong work ability management in place, organizations may still face situations where work ability risks materialize. In these cases, it is essential for the organization to demonstrate genuine support for the employee. A return to work may become possible later on, and having structured ways to facilitate that transition is crucial. When planning a return-to-work process, supervisors play a central role, alongside close collaboration with occupational health services and HR. Effective work ability management not only supports employee wellbeing and successful reintegration but also strengthens the organization’s reputation as a responsible and caring employer.

Economic downturns bring a range of challenges for organizations — from change negotiations to potential redundancies. But is it possible to save the equivalent of one to two full-time positions and still invest in your people, even under cost-saving pressures? In this webinar, we explore how and why investing in human capital makes strategic sense in challenging market conditions — and what kind of return such investments can generate for your organization.

Collaboration between supervisors and employees is essential in effective work ability management. Supervisors play a vital role in bringing work ability models into everyday practice, which requires a foundation of mutual trust. Their responsibilities include daily leadership and ensuring workplace safety. Equally important is addressing situations where work performance declines. Having open, respectful, and timely conversations—following an early support model—represents work ability management at its best

Supervisors are also responsible for implementing the necessary measures to maintain work ability and facilitating employees’ return to work, for instance after extended sick leave. It is crucial for the workplace to identify potential risks to work ability arising from job demands or the work environment and to proactively address them in everyday operations.

Our work ability management service packages are always tailored to meet the specific needs of each partner organization. Detailed descriptions of each service can be found on their respective pages.