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Health and Well-Being

Sampo Group's business relies on delivering first-class customer service and preserving good relations with all other important stakeholder groups. The key to success in the financial field is a motivated and driven workforce, which is built upon the assumption that employees who are healthy and well perform better.

Mental well-being is crucial in work-life. Employees who have a good work-life balance and good stress endurance perform better at work and are healthier. Investing in the mental and physical health of employees can act as a preventive measure in employee healthcare and can bring the company savings in the long-term.

In accordance with the Sampo Group Code of Conduct, Sampo Group promotes the well-being of its employees and strives toward building a healthy workplace for everyone. Mental and physical well-being are managed through offering employees meaningful work assignments, possibilities to develop skills, and a low organizational hierarchy, as well as through organized team activities, good design of offices, cooperation, benefits, and sports programs.

Absence Due to Illness*, If, Topdanmark, and Mandatum Life


If's Ethics Policy states that If seeks to ensure a healthy and safe work environment for all its employees. If works continuously with health promotion and rehabilitation. In all countries and almost all locations, employees have easy access to training facilities or to a comparable wellness allowance. In addition, most employees have the right to flexible working hours. When work assignments allow it, remote work is also possible.

If works extensively with promoting well-being. By focusing on well-being, If is trying to secure a stable and low level of sick leave. In 2017, If focused on reducing the amount of sick leave in all its operating countries. HR arranged Health Days and Health Weeks to promote a healthy lifestyle and If as a healthy workplace. The focus was placed on both prevention of sick leave and orientation after long-term sick leave. A Stress and Health program was introduced in one of the large offices in Sweden, targeting employees on long-term sick leave due to stress and employees at risk of stress-related sickness. In Norway, a pilot took place in Business Area Commercial to improve well-being and boost preventive health.

In Norway, the sick leave trend is gradually improving. In Denmark and Sweden, the level has been stable during the past two years. In Finland the amount of absence due to illness is deteriorating, and it has increased mainly in the customer centers, which have experienced a lot of change and where heavy recruitment has taken place during the last few years. The healthcare provider is closely monitoring short-term sick leave and is actively contacting employees. Three-party discussions between the healthcare provider, the employee, and the leader are held if there are numerous instances of short-term sick leave. A new digital tool has also been implemented, which signals sick-leave patterns to leaders and reminds them of necessary actions. In the Baltic countries, the number of sick days continues to be low.


Topdanmark wants to support its employees' health. Health creates well-being and job satisfaction, and this in turn provides a strong platform from which Topdanmark can deliver the best service to its customers. In practice, employees are offered a range of health-related initiatives. For example, cycling activities such as the Cycle to Work campaign, healthy canteen food, and a health check. In 2017, 980 employees accepted the offer of a health check, which represents 40 per cent of all employees.

In 2017, employees who were at risk of getting lifestyle diseases were offered an individual health program, My Health. 30 programs were made available to employees for a small co-payment; each program lasted 3-4 months. Topdanmark has previously implemented similar programs among its employees, and they have provided good results in long-term and sustainable lifestyle changes.

In Denmark in general, the number of people who take sick leave because of stress is increasing. Also at Topdanmark, an increase has been seen among the company's employees. Therefore, Topdanmark has initiated efforts to prevent incipient stress and to take care of employees suffering from stress. All Topdanmark's employees have the option of anonymous stress counseling provided by experienced psychologists. This service can be used as a first step for employees who experience symptoms of stress. In cases of serious and long-term stress, a program tailor-made for the individual is available as part of the employee health insurance scheme.

When it comes to absence due to illness, Topdanmark's goal is that it should be below the outline from the Danish Employer's Association for the Finance Sector and especially the insurance business. Further information on the topic can be found in Topdanmark's CSR Report.

Mandatum Life

At Mandatum Life, the main focus in managing employee health are preventive well-being-at-work measures. The company invests in a motivating work environment and preventive occupational health care. Comprehensive occupational health care services are offered to employees, including among other things, consultations with a work psychologist, regular ergonomic visits to the workplace, specialist services, and examinations related to illnesses. Among the practices in place are support for returning to work following a long illness and the preventive early intervention model. There is close cooperation with the occupational healthcare service provider.

Mandatum Life also supports various forms of physical exercise and different work patterns and practices that facilitate daily work by offering, for example, possibilities for remote work and free assistance in caring for a sick child for three weekdays.

In the results of the Great Place to Work Finland study, which measures well-being at work, Mandatum Life's Finnish operations received an overall rating of 85 per cent in 2017. The result remained the same as in the previous year. The response rate for the survey was 86 per cent (91).

Absence due to illness at Mandatum Life has been declining since 2011 and is currently at a low level.

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Updated 07/05/2018