Family-friendly practices at Finnish workplaces, results

4.7.2017| 1www.tyojaperhe.fi 4.7.2017www.tyojaperhe.fi
Family-friendly practices
at Finnish workplaces
in 2014 and 2015

4.7.2017| 2www.tyojaperhe.fi
Contents
Introduction 3–4
Background information 5–7
Work/life balance 8–9
Flexible working time arrangements are common 10–13
Workplaces’ needs for and interest in services for promoting
work/life balance 14–15
Recording and monitoring family-friendly practices 16–17
Training and dissemination of information 18–20
Family-friendly workplace culture 21–27
1
2
3
4
5
6
7
8

Introduction
1

Work/life balance achievable in most Finnish
workplaces
The balance between work and other areas of life is successfully achieved in three quarters of Finnish workplaces.
This is the finding of a survey carried out by the Finnish Institute of Occupational Health (FIOH) in October 2015. Larger
workplaces’ strengths lie in having recognized practices and processes, whereas at smaller workplaces, arrangements
are made on a more individual level. Nevertheless, most workplaces need more information on the different options
available. Male-dominated and large workplaces in particular would benefit from active promotion of a family-friendly
culture. Having a roughly even gender distribution seems to promote work/life balance practices at workplaces.
In 2014, and again in 2015, FIOH carried out an electronic survey to determine how Finnish workplaces support the work/family
balance. Here we illustrate the results of this survey and divide them into the following categories: employer sector, size of
workplace, and age and gender distribution.
The target group of the survey was all occupational safety representatives and officers in the occupational safety personnel
register. As Finnish workplaces with over 10 employees are obliged to report the names of their occupational safety
representatives in the register, it represents Finnish workplaces from every sector. A total of 2718 occupational safety
representatives and officers from 2345 different workplaces responded to the survey. Of these, 49.3% were women and 49.9%
worked in a supervisory role. In addition to gathering information, the survey helped to distribute information to workplaces
regarding good practices for balancing work and other life areas, and highlighted areas that required development.
According to the survey, balancing work and other life areas was easy or very easy in three quarters of Finnish workplaces. The
balance was most easily achieved in female-dominated workplaces and, of the workplaces sectors, in church parishes. About 30%
of the survey respondents estimated that it had become easier to balance these two life areas in the last two years,
a clearly higher percentage than that of those who felt it had deteriorated.
1

Background information
2

WorkplacesRespondents
23452718
In supervisory position
50 %
49 %
51 %
Women
Men
2 Survey respondents

Respondents were from the following workplaces:
2 Background information of workplaces

Work/life balance
3

Work/lifebalanceis
achievablein…
Female-dominated workplaces
Work/life balance most difficult to achieve in
municipal sector: in 12% of municipal
workplaces achieving work/life balance is not so
easy.
…of the respondents felt that
balancing work/life has become
easier in the last two years.
…of the respondents felt that
work/life balance is easily
achievable at their workplace.
73.3% Male-dominated workplaces68%
77%
Church parish employees83%
3 Is work/life balance achievable?
30%

Flexible working time
arrangements are common
4
All the workplaces had at least one flexible working time arrangement, and the use of such
arrangement seems to be increasing. In the private sector and in small workplaces (employing
less than 50 employees), employees usually make these arrangements directly with their
supervisors, whereas the public sector and larger workplaces use other, more “formal” types of
flexible working time arrangements. An even gender distribution was beneficial for family-
friendly work arrangements.

Flexible working time arrangements are common
One of the best ways in which the workplace can promote the work/life balance is flexible, employee-friendly work
schedules and work task-related arrangements. The most common of these in Finnish workplaces was individual-
level agreements with one’s supervisor regarding flexitime or absences.
All the workplaces had at least one flexible working time arrangement, and the use of such arrangement seems to
be increasing. In the private sector and in small workplaces (employing less than 50 employees), employees
usually make these arrangements directly with their supervisors, whereas the public sector and larger workplaces
use other, more “formal” types of flexible working time arrangements. An even gender distribution was beneficial
for family-friendly work arrangements.
About a third of the workplaces saw the need for or were interested in leisure time activities, childcare (of sick
children), catering services, and services to support families arranged or even paid by the employer.
Just under a half of the workplaces had official work/life balance practices in their strategies, programmes or
models. This was more common in large and medium-sized workplaces, or workplaces with young employees.
Most workplaces monitored the use of flexible working time arrangements and family leaves. In just over a half of
the workplaces, occupational health services took into account the challenges arising from the family lives of their
employees. About 40% of workplaces addressed these issues in, for example, appraisal discussions or work
environment surveys.
4

71%
Arrangements made between employer
and employee
93%
Study leave
Municipal 76%
Public sector 80%
Private
sector
81%Small
workplaces
74% remote work option, public sector
77% part-time work, large enterprises
81% job alternation leave, large enterprises
Holiday bonus
as time off in public sector
€
$
4 Most flexible workplaces

Flexible working time arrangements in use at workplaces
One of the best ways in which the
workplace can promote the work/life
balance is flexible, employee-friendly
work schedules and work task-
related arrangements. The most
common of these in Finnish
workplaces was individual-level
agreements with one’s supervisor
regarding flexitime or absences.
4

Workplaces’ need for or interest in
services for promoting work/life
balance
5
About a third of the workplaces saw the need for or were interested in leisure time
activities, childcare (of sick children), catering services, and services to support families
arranged or even paid by the employer.

Workplaces’ need for and interest in services
Childcare of sick children
Paid by employer 12%
Arranged by employer 19%
5
Already in use:Extra child care services
Paid by employer 8%
Arranged by employer 22%
Voluntary support
networks arranged by
employer (e.g. peer
support groups)
Leisure-time activities
(e.g. employer-subsidized physical
activities or family events).
Catering services
E.g. Takeaway meals that can be
purchased at workplace
33%
21%
21%

Recording and monitoring family-
friendly practices
6
Just under a half of the workplaces had official work/life balance practices in their strategies,
programmes or models. This was more common in large and medium-sized workplaces, or
workplaces with young employees. Most workplaces monitored the use of flexible working time
arrangements and family leaves.

6 Official and/or monitored family-friendly practices
OHS take family life of
employees into account
Written policies
52%
22%
in OHS plan or early intervention
model (most)
in strategy, values or ordinance
(least)
In large workplaces more
often than in small ones.
In workplaces with young
employees more often than
in others.
MONITORED (TOP 3)
61%
Working time flexibility,
use of family leaves
52% 46%
Included in
personnel surveys

Training and dissemination of
information
7

Room for improvement in supervisor awareness
and competence
In order for family-friendly practices to become more common, supervisors and
employees must be made aware of them. Supervisors in particular need more
information on the available options. Supervisors’ ability to bring up issues regarding life
outside of work with their employees needs improvement. Supervisors also need
concrete instructions for arranging these practices and informing employees of them.
The general level of awareness regarding family-friendly practices has not improved in
Finnish workplaces in the last year. According to the 2015 survey, supervisors and the
management in workplaces with young people were best at informing their employees of
these practices. Supervisors evaluated information dissemination at their workplaces
more positively than respondents who themselves were employees. Employees were
best informed at female-dominated workplaces.
7

Poorly or not at all
41% (2014), 38% (2015)
Training of supervisors
best in female-
dominated workplaces.
Dissemination of information regarding flexibility and/or family leave options at
workplaces (stipulated by the law)
Well organized
24% (2014 and 2015)
Well 33%
workplaces in which majority of employees
are young (aged under 30)
Poorly or not at all 41.5%
workplaces in which majority of employees
are aged over 50.
Needs of employees to balance work/life at
different life phases are taken into account in
training of supervisors at workplace.
7 Training and dissemination of information
Well organized 28% of female dominated workplaces
Poorly organized 57% of male-dominated workplaces
Training of supervisors best
at workplaces in which
majority of employees are
young.
Respondents in supervisory
positions evaluate training of
supervisors more positively
than other respondents
(employees).

Family-friendly workplace culture
8

A family-friendly culture affects everyday life
Most workplaces saw families as a positive resource for work, but in the 2015 survey this view was slightly less frequent than it had been the year before.
Almost half of the workplaces expected employees to put their work first at least sometimes. Although the attitudes of management and supervisors to
employees’ family lives was mainly positive, negative attitudes were more common in male-dominated workplaces. According to the survey, management
in small workplaces had more positive attitudes towards family issues than management in larger workplaces.
Employees experienced time pressure that interferes with family life relatively often. Pressure to work overtime in order to get their work done or in order
to advance their careers was experienced by the respondents of almost half of the workplaces, at least from time to time. The survey showed this
pressure was mostly experienced at large workplaces.
Raising the subject of absences due to family reasons is usually easy at Finnish workplaces; more so according to the respondents who were supervisors
than those who were employees. The survey showed that raising these issues was easier in female-dominated workplaces than in those that are male
dominated.
At every fifth workplace, employees believed that family leaves or other flexible working time arrangements affected career development. Those working
as supervisors and representatives of female-dominated workplaces assessed this influence as being weaker than representatives of male-dominated
workplaces.
Majority of workplaces regard men and women’s family leaves equally
Workplaces generally used different types of family leave. Their use had slightly increased in the last two years, and practical arrangements had become
easier. As regards gender, the data clearly showed that in female-dominated workplaces, the family leaves most commonly taken were those available to
women, whereas in male-dominated workplaces, paternity leave was most common. In less than half of the workplaces, unpaid leave was generally taken
in order to care for a family member or for special care of a close relative. Respondents of every third workplace reported that their employer kept in touch
with employees during their family leaves.
About 80% of the survey respondents claimed that attitudes to men and women’s absences due to family leaves were equal.
The best situation was at workplaces in which there were roughly as many male as female employees.
8

Attitudes at workplace towards
parenthood and family-related absences
of men and women were equal.
62%
of representatives of
large workplaces felt
that time pressure often
interfered with
employees’ family- and
personal lives
of employees felt
pressure to work
overtime in order to get
their work done or to
advance their careers . At
large workplaces, 22%
44% of workplaces expected employees to put their work before their family lives at least sometimes.
66% feel that the attitudes of management and
supervisors to the demands of balancing work and
family lives are positive.
Family-friendly workplace culture8
79%
Ease of addressing issues 2015 Supervisors Employees
Easy 71% 81% 62%
Affect of family leave on
career development
Male-dominated
workplaces
Female-dominated
workplaces
Supervisors Employees
Considerable 7% 3%
Negligible or minor 89% 70%
of employees at least
sometimes experienced
time pressure that
interfered with their
family- and personal
lives
27% 14%
The smaller the organization, the more positive the attitudes:
Small 70%, medium-sized 67% and large 55%
Male-dominated
workplaces
Female-
dominated
workplaces
58% 71%

At the workplace, is it easy for the employee to bring up the
fact that they intend to take family leave or time off to care
for a family member or close relative? %
Ease of addressing issues8
All respondents,
2014
All respondents,
2015
Supervisor Employee
Male-dominated
workplace
Female-dominated
workplace
Roughly equal gender
distribution
Easy 69 71 81 62 63 76 74
Neither easy nor
difficult
23 21 15 27 26 18 20
Difficult 7 8 4 11 11 6 6

All
respondents
Supervisors Employees
Male-dominated
workplaces
Female-dominated
workplaces
distribution
Hardly at all, or very little 79 89 70 76 82 79
To some extent 16 9 23 17 15 17
A great deal 4 2 7 7 3 4
Affect of family leave on career development8
Does taking family leave, carer’s leave or using other flexible
working time arrangements affect employees’ career
development at the workplace? %

Family as a resource?8
How is family/personal life seen at workplaces? %
All respondents,
2014
All respondents,
2015
Male-dominated
workplaces
Female-dominated
workplaces
distribution
As a positive resource for the
employee
59 57 49 63 57
It does not affect/is not connected
to work life
32 33 38 28 35
As a burden/obstacle to work 9 10 13 9 8

All respondents Small workplaces
Medium-sized
workplaces
Large
workplaces
Male-dominaed
workplaces
Female-dominated
workplaces
Roughly equal
gender distribution
Positive 66 70 67 55 58 71 67
Neither positive
or negative
28 26 27 36 34 25 27
Negative 6 5 6 9 8 5 6
Attitudes towards the demands of balancing
work and family life
8
How positive or negative are the attitudes of
management and supervisors towards the demands of
balancing work and family life? %

”What’s important is that everybody is aware of the
workplace rules. Having afternoon coffee together
could help – we could sit down together and go
through the ground rules.”
Contact:
Salla Toppinen-Tanner, Leading Specialist, PhD
Finnish Institute of Occupational Health
PO Box 40, FI-00251 Helsinki
salla.toppinen-tanner@ttl.fi
Phone +358 46 851 2517
Work and family life:
Salla Toppinen-Tanner,
Anna Vanhala, Marja Känsälä,
Minna Toivanen, Tiina Kaksonen
Funding:
Sosiaali- ja terveysministeriö
Graphics:
Nitro ID

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