Elo provides strong support for Veikkaus amidst changes

As the state-owned gambling company Veikkaus has long been undergoing a process of change, it is vital for them to focus more now on the well-being at work of their personnel.

Veikkaus has transitioned from a traditional gambling company into a technology company, as gaming has made more of a shift to an online industry. A significant change will come again with the reform of the gambling system, which will lead to the partial dissolution of Veikkaus’ monopoly position. This reform will likely enter into force at the start of 2027.

– The pace is certainly accelerating. The key measures for success now focus on the capacity for change, information and open communications. The capacity for change relies strongly on personnel competence or lack thereof. Training, continuous learning as well as orientation and guidance are essential at the moment, says Outi Moberg, who is responsible for well-being at work and human resource business partnerships at Veikkaus.

She explains that change creates uncertainty within the work community. In addition to competence, it is important to identify, in advance, other challenges that may affect work ability and well-being. Although the majority of the personnel are doing well, clear operating models that support work ability are useful when a weakening of work ability is detected. Well-designed workplace processes are in place to support all Veikkaus personnel, including those whose work ability has not weakened.

– With Elo’s strong support, we conducted a risk synthesis to identify work ability and disability risks. That information was used to draw up a plan of necessary measures, Moberg says.

– The role of supervisors is key for ensuring work functionality. Work can be carried out smoothly when the specific tasks and work goals are clear. Veikkaus has focused particularly on improving the methods by which the work is carried out, for example, by reducing the number of meetings. An open discussion culture and regular feedback on work promote change and facilitate learning. The role of supervisors is also emphasised when work functionality begins to falter. Acting in accordance with the values of Veikkaus – boldly, together and with care – creates a culture that assures that active early support and the addressing of issues are integral parts of the work of supervisors. Everyone has the right to receive work ability support but also the obligation to seek it. One important working life skill is the willingness and ability to seek help when things aren’t proceeding as they should.

A strong commitment to change

Successful work ability management requires the commitment and systematic work of the entire organisation. Veikkaus’ approach is based directly on its strategy and values. The aim is for the company’s values to be visible in its interactions between personnel and with customers.

Moberg has an extensive co-operation network to support work ability management. She has involved central parties of the organisation in the development work and, for example, a broad range of stakeholders participated in Elo’s survey of the current state of work ability management. Supervisor training is carried out in close co-operation between Veikkaus, Elo and the occupational health care provider.

– We jointly develop work ability support processes through various workshops, strengthen our expertise through webinars, and also do a lot of work on the individual level. Challenging situations do not arise in an instant, and they are not fixed in an instant, Moberg says.

Co-operation with Elo brings results

The enacted measures are bringing about great results. Veikkaus’ absences due to illness have decreased, long absences of more than 30 days are also on the decline, and rehabilitation has brought about savings and successfully prevented cases of disability. The savings achieved over the previous couple of years totalled approximately EUR 1 million.

– In May, Veikkaus organised an annual sustainability week, during which topics that were important for corporate responsibility were presented to personnel, says Moberg. At the event, Johanna Lipponen, CSR Manager at Veikkaus, discussed Veikkaus’ sustainability programme and a culture that embraces doing the right thing. We discussed with Elo how work ability management can promote Veikkaus’ social responsibility for its personnel. During the sustainability week, three of our employees boldly shared personal stories about their own successful return to work with the rest of the personnel. The employees who shared their story had various work ability issues that were solved with the help of successful supervisory work and collaboration with our partners. When work ability is supported at the right time, it brings results, Moberg says.

The long-term co-operation between Elo Mutual Pension Insurance Company and Veikkaus has been straightforward and enabled the parties to work together to seek solutions to identified problems.

–We have worked with Elo’s multidisciplinary team on a long-term basis with good results. Their development managers, work ability expert and medical insurance specialist support my work to ensure the work ability of Veikkaus personnel. The results of that collaboration can now be seen concretely. I am especially pleased that I can confer with and challenge Elo professionals, and we’ll work together to make things happen, she says.

Outi Moberg (left) and Pia Aulaskoski, Development Manager in Work Ability Management at Elo, are working closely together to develop Veikkaus’ work ability and well-being at work.