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. 

Contents of the Service

Assignment Dialogue

You, as a manager, describe the case to a rehabilitation coordinator, who then guides you and your employee further according the steps below: 

  1. Health Conversation

    The employee meets with the rehabilitation coordinator and has a conversation based on the SASSAM method

  2. Medical Consultation

    The employee meets with a doctor who makes a medical assessment

  3. Rehabilitation Meeting

    All parties meet to discuss the results and consider what measures and interventions may be appropriate

The importance of Follow-Up

You and the employee should establish a plan for how often you will follow up on the adjustments and measures you have decided on. It is also good if the employee has a designated person to primarily ask questions to and seek support from. This person does not necessarily have to be you as a manager. Frequent follow-ups in the beginning, perhaps every week, can then be extended to longer intervals between each review. 

Adjustments and Measures

Common adjustments and measures may include: 

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