This smart decision led to a decrease in the industrial company's occupational health costs

Seven years ago, Tuomas Luoma, CEO of the Lapua Ketjut, made an important observation. The cost of treating illness was accounting for an increasingly large share of the company’s healthcare expenses, and medical costs had risen significantly.

– It was time to change course. We took a different approach to how things are done and how they are monitored, Luoma explains.

The Lapua Ketjut was already a Terveystalo client, but now the focus shifted to preventive healthcare and maintaining work ability. This new direction is reflected in both the well-being of the approximately 60-person staff and in occupational health costs.

Lapua Ketjut, which manufactures heavy-duty conveyor chains for industries such as the sawmill and paper industries, offers its employees health services that go beyond the legal requirements. Particular attention has been paid to workplace ergonomics and safe working practices, and office staff are also included in the regular health check-up program.

According to Luoma, health checkups are a key part of preventive work. They effectively address many factors that could later affect work performance or lead to long-term sick leave.

– Few people would go out of their way to get their cholesterol checked, for example, but when it’s done every few years, you stay well on top of the issue. Sleep apnea, for instance, has also been effectively identified through these checkups.

The company has also implemented an early support model, in which supervisors address issues that impair work ability and performance as early as possible.

Occupational health processes have also been streamlined and optimized in many ways. For example, the company has introduced a system where employees can self-report sick leave. Remote services and direct access to physical therapy are an important part of seamless care.

– When treatment is started quickly, the employee returns to work faster, Luoma notes.

Investments in prevention are also reflected financially. Sick leave rates at Lapua stores are lower than the industry average, and the focus of sick leave has shifted toward short absences lasting 1–3 days.

– We have managed to reverse the trend so that preventive healthcare now accounts for a larger share, and this has also helped reduce medical costs.

The three-person occupational health team at the Lapua Ketjut meets regularly with Terveystalo’s contact persons. Together, they review recent events and results and draw up action plans for the future. According to Luoma, planning and ongoing dialogue are essential for effective occupational health.

– If we only provided the legally required healthcare, we would by no means be this well-informed about the health status of our staff and all the areas where we need to take action.

A meeting held with Terveystalo also sparked the idea to make major changes to the company’s wellness days. It was decided to replace the traditional sauna evenings with more active and exercise-oriented events for the entire staff. The entire staff has also undergone personal wellness coaching. Careers are long these days, and even people in their fifties or sixties may still have many working years ahead of them. Unhealthy lifestyles can cause a variety of chronic problems.

– Even though everyone decides for themselves how to live, raising awareness is important to us, Luoma says.

– Ultimately, personal choices are the most important factor, but as an employer, we can help encourage people to take an interest in their own health.

The Lapua Ketjut wants to invest in employee health far beyond the minimum legal requirements.

– The underlying reason is, of course, to reduce costs associated with poor health. For example, sick leave and disability leave are extremely costly for the company, Luoma explains.

However, money isn’t the only reason to invest in employee health. It’s also about staff engagement and improving the employer’s image—and social responsibility.

– As an entrepreneur, I take pride in offering my staff a great workplace that’s a pleasure to come to and that provides more than just money in their bank accounts on payday.