Work ability is not all or nothing: work modifications became more common in January–June 2026

According to Terveystalo’s Näin Suomi voi (How Finland is Doing) analysis, fewer sickness absence days were recorded in the first half of 2026 than during the corresponding period a year earlier. At the same time, the use of alternatives that support work ability, such as modified or lighter duties and partial sickness allowance, increased.

Fewer sickness absence days than before

Among Terveystalo’s occupational health customers, an average of 4.7 sickness absence days per person were recorded during the first half of 2026, 6% fewer than a year earlier.

The largest change was seen in sickness absences caused by infections, which decreased by 21% year on year. Seasonal variation in infections explains part of the overall decline in sickness absence. Absences due to musculoskeletal conditions and accidents were also lower than in the previous year.

“There has been a small but positive change in the overall level of sickness absence. In particular, the proportion of people with high levels of sickness absence has continued to decline. However, the results should be interpreted with caution, as a significant share of the overall decrease in sickness absence is related to seasonal variation in infections. It will be interesting to see how different measures to support work ability are used going forward and how this is reflected in the development of long-term sickness absence,” says Simo Taimela, Chief Epidemiologist at Terveystalo.

More flexible ways to support work ability

One of the most interesting findings from the first half of the year is the increased use of measures that support work ability. Recommendations for modified or lighter duties in connection with longer absences increased by 53% compared with the same period a year earlier. These arrangements were recommended particularly for absences related to accidents and musculoskeletal conditions.

The use of partial sickness allowance also increased by 10%. Modified or lighter duties and partial sickness allowance provide different options for situations where an employee is unable to work normally at full capacity but still has some work ability remaining.

Adjusting job duties, working hours or ways of working can enable an employee to continue working or return to work gradually within the limits of their health. These arrangements must always be based on the employee’s individual situation and ensure that working does not compromise recovery.

“Work ability is not an all-or-nothing state. Even with an illness or injury, a person may still have a considerable amount of work ability. Full-time sickness absence should always be the last option. That is why it is important to assess other solutions as well. When work is arranged according to what a person’s health allows, continuing to work or returning gradually can support recovery and help maintain a connection with work and the workplace community,” says Ilse Rauhaniemi, Chief Occupational Health Physician at Terveystalo.

Supporting work ability is a joint effort

Making use of an employee’s remaining work ability requires effective practices and cooperation between the workplace and occupational health services. Workplaces need to be able to modify work where necessary, while occupational health professionals can help assess which solution best supports the employee’s work ability and recovery.

“At its best, the workplace and occupational health services work together to find a solution that allows the employee to continue working or return to work gradually and safely. This is why understanding the different ways in which work can be modified, together with effective cooperation with occupational health services, is so important,” says Ilse Rauhaniemi.