Health Promotion Work

By acting early and identifying what promotes individual health and work engagement, we aim to reduce the risk of ill health and sick leave.

Act Early with the "Health Assessment" Service

With the help of the "Health Assessment" service provided by Occupational Health Services, we establish a strong connection to work and the workplace. The service concludes with a tripartite meeting where the employee, the manager (and HR), and the occupational health service gather to discuss the results and consider reasonable and possible adjustments and measures. 

When is Health Assessment Needed? 

It may be relevant as soon as you, as a manager, identify signs of ill health or indications of reduced work capacity in an employee. 

  • When the employee has recurring short-term absences or is expected to be on sick leave for more than 28 days.

What is the purpose of the Health Assessment? 

The purpose of the health assessment is to map and examine the individuals life situation and physical/medical conditions so that we, as an employer, have a solid basis for making decisions about appropriate measures and adjustments. 

This information also forms the basis for the "return-to-work plan" that we, as an employer, are required to establish no later than the 30th day of sickness. Hopefully, if we act early, we can completely prevent the sick leave. 

Content of the Service

  • Manager order the service by calling Avonova’s customer center or using the Avonova portal.
  • Manager meeting: You will have an initial dialogue with the rehabilitation coordinator to describe the case and receive guidance.
  • Employee consultation: The employee is booked for a health consultation with the rehabilitation coordinator.
  • Feedback: The coordinator reports back to you/the manager after the consultation.
  • Rehabilitation meeting: You/Manager, the employee, and the coordinator meet to create a rehabilitation plan. (HR and Safety representative can also join)

The importance of Follow-Up

Agree with the employee on how often to review the adjustments and measures you have implemented.
It’s helpful if the employee has a designated contact person for questions and support. This does not have to be you as the manager.

Start with frequent follow-ups, for example weekly, and then gradually extend the intervals as the situation stabilizes.

Adjustments and Measures

Common adjustments and measures may include: 

  • Changed working hours
  • Modified work tasks
  • Physical activity on prescription (FaR)