Long-term sick leave raises questions about employee termination in Satakunta, Finland

It is commonly believed that an employer cannot terminate an employee due to sick leave. While this is generally prohibited, it can be possible in long-term cases. Kaisa Harjunpää, HR Manager at the Satakunta welfare area, notes that a timeframe of around one year has become established as a threshold for considering termination.

Harjunpää emphasizes that normal and short-term sick leaves do not justify dismissal. She also distinguishes situations involving serious accidents or illnesses where a return to work is anticipated. Termination may be an option if an employee’s work capacity has deteriorated to the point where it is deemed unreasonable for the employer to continue employment.

The process of terminating an employee due to health concerns is complex and not taken lightly. It involves assessing various factors, including rehabilitation possibilities, work capacity evaluations, and whether the employee can be transferred to another position.

Common causes of long-term incapacity often include musculoskeletal disorders and psychiatric conditions, according to Sirkku Martti, a leading occupational health doctor at Mehiläinen. The Satakunta welfare area has nearly 9,000 permanent employees and has terminated around 15 employees over 18 months due to diminished work capacity.

Harjunpää has observed significant variation among employers in how they respond to prolonged absences, noting that not all have had the resources or expertise to address these situations effectively.

Long-term sick leaves pose challenges for employers since they require temporary solutions to manage tasks. Harjunpää explains that the financial implications of an employee going on disability pension can also be a factor, as it can be costly for the employer, impacting the retirement costs calculated based on payroll expenditures. For instance, the early retirement of a 50-year-old nursing assistant could cost about €250,000.