In January the newest statistics of Kela also showed that the long sick leaves based on mental health difficulties reached for the first time 100 000 individuals in Finland being the reason number 1.
Which is worth noting is that most of the sick allowances were related to anxiety disorders. There was a 7 percent increase in anxiety related sick leaves – almost 50 000 people in 2023. What is concerning is that they have been increasing for a long time and sharply from 2016 onwards.
This is something that makes me stop and think. How to contribute this as a work psychologist and what can be done inside of the organisations? It is not possible to separate “private person” and “workplace person” and there is a lot to worry about especially in the world we are living at the moment. However, when we concentrate on work life and especially what can be done every workplace to stop the figures to increase more, I would suggest the following actions:
As a manager / colleague: dare to show interest and ask “How are you?” – Note, that important is also to talk with those team members that seem to be always ok (sometimes you can’t see the anxiety from outside)
As an HR-professional: on top of the upper, it will be helpful for the organisation to have an early care / support model with mantal health professionals cooperating to have a good practise to help managers to support their team members.
The earlier we care the better are the results. If you need help with the early care model or your organisation needs trainingg around these topics, do not hesitate to contact me!
In January the newest statistics of Kela also showed that the long sick leaves based on mental health difficulties reached for the first time 100 000 individuals in Finland being the reason number 1.
Which is worth noting is that most of the sick allowances were related to anxiety disorders. There was a 7 percent increase in anxiety related sick leaves – almost 50 000 people in 2023. What is concerning is that they have been increasing for a long time and sharply from 2016 onwards.
This is something that makes me stop and think. How to contribute this as a work psychologist and what can be done inside of the organisations? It is not possible to separate “private person” and “workplace person” and there is a lot to worry about especially in the world we are living at the moment. However, when we concentrate on work life and especially what can be done every workplace to stop the figures to increase more, I would suggest the following actions: