Union of Professional Engineers in Finland’s parliamentary election goals 2027

The problem in brief:

• Poor productivity development and skills shortage (digitalization, green transition).
• The continuous learning system is fragmented, competence development is often a financial risk.
• The impact of RDI investments is weak without a competence policy; there is a risk that innovations are transferred abroad.

The Union of Professional Engineers in Finland’s proposals:

Continuous learning package:

• A national continuous learning strategy and support model.
• Setting obligations for employers in competence surveys and training plans.
• A national skills anticipation tool.

Linking RDI funding to the competence policy:

• RDI funding for projects that strengthen productivity, introduction of technology and export potential.
• A personnel competence survey and training plan as requirements for RDI funding.
• Competence development and further training as approved costs for RDI projects.

The problem in brief:

• Doctoral expertise is focused on universities and basic academic research.
• The needs of companies are focused on applied R&D work.
• The universities of applied sciences lack third-cycle education, even though they are key RDI partners (especially for SMEs).
• Masters in engineering very rarely advance to the doctoral level (only 12 in 2012–2023), which represents underutilization of competence.

The Union of Professional Engineers in Finland’s proposals:

A working life-oriented, applied doctoral education program for universities of applied sciences should be established in Finland. It would:

• Strengthen companies’ RDI competence and productivity.
• Be based on R&D needs arising from working life.
• Be implemented alongside the employee’s work, integrated into the workplace.
• Complement the university doctoral education without overlapping.
• Support the role of the universities of applied sciences as producers of applied RDI activities.

“Up to 60% of university of applied sciences graduates would be interested in a university of applied sciences doctorate.” (HAMK 2023)”

Problem: The employment rate has declined and the number of unemployment periods has increased. Job search and services start too late.

The Union of Professional Engineers in Finland’s proposals:

• Obligation to work no more than 14 days after termination.
• The final part of the notice period to become a full employment period (for job search).
• Registering as a job applicant within 15 days of termination.
• The employment services and obligations start already during the notice period.

Problem: The working week is five days long – including Saturdays in the calculation of holidays has become outdated and impairs recovery.

The Union of Professional Engineers in Finland’s proposals:

• Including Saturdays in the calculation of holidays must be discontinued (one week more holiday).
• Holiday accrual of 2.5 days/month immediately from the start of the employment relationship.
• Freer right to schedule holidays all year round.

The main problem in brief:

• In expert work, productivity depends on stress management and recovery.
• Uncontrolled workload reduces the quality of work, increases errors and shortens employee careers.
• Sick leaves due to mental health reasons have increased by more than 30% since the end of the 2010s.

Remote work: Clear rules and right of recovery

Problem: Remote work has become more common, but the boundaries between work and leisure time have blurred and the workload has increased.

The Union of Professional Engineers in Finland’s proposals:

• Clear legislation on remote work (working hours, safety, responsibilities).
• The employer must be obligated to assess the stress factors of remote work and be responsible for the tools/ergonomics.
• Including the employee’s right to disconnect in the legislation.

“Mental health problems cost Finland up to EUR 11 billion a year.” (OECD)

The main problem in brief:

• Burnout is one of the fastest growing work ability problems in Finland, especially in specialist work.
• It is not an independent diagnosis, which distorts statistics and makes its prevention and treatment difficult.

Solutions of the Union of Professional Engineers in Finland (using the Swedish model):

Recognition: Burnout as an independent, work-related condition in social insurance; right to sickness allowance.

Prevention and management (to the Occupational Safety and Health Act):

• The employer’s obligation to identify and manage psychosocial stress factors caused by work.
• The employer’s obligation to implement preventive and corrective measures.
• Return to work plan in the event of prolonged sick leave.
• Harassment identification, prevention and code of conduct.
• Systematic mapping: A mandatory model for the regular assessment of psychosocial stress factors (responsibility of the employer).
• Legislative clarification: Special provisions to the Occupational Safety and Health Act on the identification, assessment and management of stress factors.
• Monitoring: Better statistics and reporting on the extent and impact of work-related exhaustion.