Engaged team

According to Terveystalo’s Code of Conduct, Terveystalo ensures that its professionals have a safe working environment that supports well-being and in which everyone can work in the best possible way. Everyone at Terveystalo is responsible for promoting safety and well-being at work. The best way to do this is to follow common instructions and to actively report any incidents or safety-related shortcomings. In addition to physical safety, Terveystalo aims to promote the mental health and well-being of its personnel.

Terveystalo’s Code of Conduct contains key principles concerning human rights, equality, diversity, non-discrimination, inclusion and respectful treatment. No-one is discriminated against on the basis of gender, age, ethnic or national origin, nationality, language, religion, beliefs, opinions, health status, disability, sexual orientation or other personal reasons or circumstances.

Terveystalo does not tolerate any form of discrimination, harassment, bullying, racism or inappropriate treatment, nor does Terveystalo condone the use of child labour, any form of forced labour or other human rights violations in its own operations or its value chain or supply chain. Discrimination and unfair treatment are prohibited in recruitment, remuneration, training, promotion or other terms of employment. There company has zero tolerance for sexual harassment and other forms of harassment and bullying.

Terveystalo respects the human rights set out in the UN Declaration of Human Rights as well as the workers’ rights defined by the International Labour Organization (ILO) and related international conventions. The company is committed to the UN Global Compact initiative and its principles pertaining to human rights and labour rights. Terveystalo respects the right of its employees to be members of trade unions or similar advocacy organisations and participate in their activities.

Terveystalo’s Code of Conduct includes a commitment to always complying with the laws and regulations governing Terveystalo’s operations. The Code of Conduct is the foundation of Terveystalo’s corporate culture and human resources management. It applies to the entire Group and its own workforce as well as all identified material impacts, risks and opportunities related to its own workforce.  

 
Terveystalo is committed to respecting the fundamental rights and freedoms of all individuals in accordance with international human rights standards. Terveystalo’s first human rights policy, approved in January 2025, emphasises the company’s commitment and approach to respecting human rights.  

Terveystalo has, in cooperation with personnel representatives in its Finnish operations, prepared a work community development plan for the long-term and systematic development of the work community. The plan includes a description of the current state of the personnel, as well as targets and measures for developing and maintaining personnel competence and promoting well-being at work. The development plan concerns the employees of Terveystalo’s operations in Finland.

The development plan also includes Terveystalo’s equality and non-discrimination plan. At Terveystalo, the aim is to promote not only gender equality but also the equality and non-discrimination of different age groups and nationalities in the context of hiring and employment relationships, including recruitment, pay and terms of employment, training and career advancement, and maintaining a healthy work-life balance. The implementation of equality and non-discrimination is monitored with the help of statistics reflecting the personnel structure, among other things.

Terveystalo’s working group on equality became operational at the beginning of 2023. Its aim is to promote equality in Terveystalo’s work communities and customer encounters. It meets quarterly to discuss topics related to equality. In 2024, the main focus was on developing the realisation of equality, particularly from the perspective of sexual and gender minorities, and on assessing practices that would enable equality to be realised even better at Terveystalo and its work communities. In 2024, the working group included 11 Terveystalo professionals representing different parts of the Finnish organisation. The composition of the working group changes annually so that as many people as possible have the opportunity to participate in the activities. 

The work community development plan is updated regularly, and it serves as a tool for dialogue with the personnel. The most recent work community development plan was prepared in early 2024 and approved by Terveystalo’s Personnel Forum. Terveystalo's Senior Vice President, Human Resources is the senior executive responsible for the implementation of the development plan.

One of the areas of Terveystalo’s human resources strategy is the development of meaningful and competitive incentive and remuneration models that strengthen the performance and commitment of professionals and Terveystalo’s attractiveness as an employer. Terveystalo’s remuneration principles are defined in the Remuneration Policy approved by the company’s Board of Directors. The Remuneration Policy applies to the entire Group and its employees. The remuneration principles are based on performance, fairness and competitiveness. The aim is to ensure that Terveystalo is an attractive employer for motivated and skilled professionals. Remuneration must support the achievement of Terveystalo’s strategic targets, incentivise behaviour that is consistent with Terveystalo’s values, and reward excellent performance. The Group’s Senior Vice President, Human Resources is in charge of the implementation of the Remuneration Policy.

In Finland, 65 percent of Terveystalo’s employees are covered by collective agreements. Three different collective agreements are in use in Finland: The collective agreement for the private healthcare sector, the collective agreement for the private social services sector and the collective agreement for the staffing services sector. Directors and senior salaried employees, including for example the majority of physicians and psychologists, are not covered by the collective agreements. For persons covered by collective agreements, such as nurses, compensation is based on the pay categories specified in the collective agreement. Pay is also influenced by role-specific responsibility supplements, the employee’s seniority, individual performance and competence. For senior salaried employees and managers, pay is determined on the basis of the position and the demands of the job, as well as competence, experience, performance and results. In Sweden, 100 percent of the employees are covered by collective agreements. Two collective agreements are in use in Sweden: Healthcare Companies Branch D Occupational Health Services, and Healthcare Companies Branches E and F Care and Treatment.

Pay equality is assessed and promoted regularly as part of the work community development plan. Gender, for example, cannot be a factor that influences pay. Terveystalo monitors the market levels of wages in both the private and public sectors, aiming to maintain its competitiveness also with respect to pay.

The occupational safety of Terveystalo’s own workforce in Finland is developed and managed at the Group level, taking company-specific and business-specific differences into account. Group-level policies and instructions concerning occupational safety are put into action in accordance with the management processes of each business-specific organisation. Where necessary, the businesses prepare targeted instructions, taking the Group policies and guidelines into consideration. The different levels of the organisation know and recognise their responsibilities with regard to occupational safety in compliance with Finnish legislation. The legally required occupational safety and health activities are ensured through Group-level cooperation with active occupational safety and health personnel. The health and safety representative is elected by the employees from among their number.

The Group supports all of its businesses in the development of occupational safety. Terveystalo’s goal is to be a safer working environment every day.

Occupational healthcare plays an important role in the identification of health risk factors and the prevention of illnesses. In Finland, occupational healthcare for Terveystalo's employees is organised to prevent and control health risks and problems related to work and working conditions and to protect and promote the safety, work ability and health of employees. The occupational healthcare services offered to Terveystalo’s employees exceed the statutory requirements to a substantial degree, as the employees also have extensive access to other healthcare services in addition to legally required services.

The safety of the company's operating premises is the responsibility of the persons in charge of each site and designated facility and safety specialists, safety officers and safety supervisors. They implement the practices established for the development and assurance of facilities safety at each site to ensure that Terveystalo's operating premises are safe for both customers and the personnel. Terveystalo works closely with lessors and the rescue authorities to ensure the safety of facilities.

Terveystalo’s occupational health operations are based on the Healthy Workplace model, which is aimed at ensuring that work is as efficient as possible, the work community functions well, the management approach is active, and individuals have a high level of well-being at work. In occupational health, the company, the personnel and the occupational health services work together in accordance with the set goals.

The statutory occupational health action plan includes the general objectives of occupational healthcare as well as the workplace conditions identified in workplace surveys (e.g. noise, exposure to biological hazards and the potential threat of violence) and the measures necessary to manage the aforementioned conditions. The action plan is reviewed annually based on workplace visits and Terveystalo’s work ability management needs, for example. Terveystalo's private practitioners are not covered by occupational health care. Instead, as self-employed persons, they arrange their own occupational healthcare.

In Sweden (Feelgood), the occupational safety and health of the company's own workforce is organised in accordance with Swedish legislation. The operations are guided by a certified ISO 45001 occupational health and safety system, which includes requirements concerning the occupational health and safety policy, targets and measures, among other things.