Kela occupational health reimbursement: costs and caps
Editorial update 27.10.2026
Authors: Valtteri Järvenpää, physician and Jussi Kurikka, physician · StartHealth
Kela reimburses eligible preventive occupational healthcare at 60% and eligible medical care at 50%, subject to conditions and ceilings. These are not refund percentages for an entire occupational-health package. An offer does not guarantee Kela approval. Kela is Finland's Social Insurance Institution; occupational healthcare is työterveyshuolto in Finnish.
Occupational health care in Finland: obligation versus reimbursement
Occupational health care in Finland is an employer-arranged preventive service linked to work and work ability; medical treatment is optional. Kela reimbursement helps with eligible costs but does not replace the employer’s duty to organise care. Read the statutory occupational health care guide before estimating what the arrangement will cost.
Occupational health services may include workplace assessment, preventive advice, risk-based examinations and agreed medical care. Eligibility depends on the activity and conditions, not simply on a subscription label. Everyday management and workplace wellbeing are related but are not interchangeable with reimbursable care; see the workplace wellbeing guide.
Keep occupational-health cost reimbursement separate from sickness-absence procedures and benefits. The employer’s evidence requirements do not guarantee a medical certificate from a consultation; see the sick-leave certificate guide. For practical procurement steps, use the first-employee guide or the provider-switching guide.
Ceilings: the latest stated figures concern 2025
Kela's organising page was checked on 26 October 2026. Its latest employer eligible-cost ceilings concern 2025, not 2026.
| Employer's employee count | Common eligible-cost ceiling for 2025 | Medical eligible-cost ceiling |
|---|---|---|
| Up to nine, all locations combined | €4,925 / employer / year | €1,970 / employer / year |
| At least ten | €492.50 / employee / year | €197 / employee / year |
These are ceilings on eligible costs, not cash reimbursement. Medical costs may account for no more than 40% of the common cost cap. Preventive costs are considered first; medical care uses only the remaining common cap within its own ceiling. Separate caps do not arise for each location of a small employer.
Reimbursement categories and conditions
- Reimbursement category I (korvausluokka I): eligible preventive occupational healthcare, 60%.
- Reimbursement category II (korvausluokka II): eligible optional general medical care, 50%.
The written agreement, a plan based on the workplace assessment and the activity conditions must be checked. A workplace assessment is työpaikkaselvitys and an action plan is toimintasuunnitelma. Reimbursable employer medical care is purchased from the same provider as preventive care. Specialist consultations are reimbursable only under relevant conditions; they do not mean unlimited specialist care. Remote services may also be reimbursable when the conditions are met.
Kela's reimbursable-care page, updated 21 October 2026, is the primary source. Do not infer 2026 ceilings from the 2025 figures.
Illustrative calculation: 15 employees, 2025 ceilings
Assume Kela accepts €2,200 in preventive costs and €4,600 in medical costs. This example is not a package offer or a reimbursement decision.
- Common eligible-cost cap: 15 × €492.50 = €7,387.50.
- Preventive costs of €2,200 are considered first: 60% = €1,320 reimbursement.
- €5,187.50 remains within the common cap, but the medical eligible-cost cap is 15 × €197 = €2,955.
- The amount considered for medical care is the smallest of €4,600, €5,187.50 and €2,955: €2,955. Reimbursement at 50% = €1,477.50.
- Total reimbursement is €2,797.50. Of the example's €6,800 actual costs, €4,002.50 would remain with the employer.
If prevention uses more of the common cap, less room remains for medical care. If part of an invoice is not eligible, it is not included in the example. This is why applying the same percentage to an entire monthly subscription gives a misleading estimate.
In 2024, employers' occupational healthcare costs totalled €1,277 million and Kela paid €500 million in reimbursements — on average about 39% of costs (calculated from Kela's figures). Kela's statistical source, published 26 August 2026, checked 26 October 2026. This national average is not a reimbursement promise for any package or company.
Preparing the application
The employer application period is six months after the accounting period ends. Check the current procedure with Kela. Gather the accounting period, employee information, cost breakdown by category, agreement, workplace assessment and action plan. If providers change, request a breakdown from both. Entrepreneur reimbursement is a separate procedure with its own ceilings.
From the start of 2026, eligible activity may, subject to conditions, also cover costs incurred after an employment contract is made but before work starts. This does not mean every setup fee or device is reimbursable.
What does StartHealth's offer confirm?
Services, gross prices and the offer confirm the purchased package. Ask for a cost breakdown by reimbursement category and clarify setup, assessment, device and per-use charges. There is no reimbursement guarantee for Omply devices or an entire subscription. The offer comparison worksheet keeps Kela separate from gross prices.
Next step for service and budget
Compare services · View gross prices · Request an employer quote.
Document decision path before the application
| Check | Employer action | Not interchangeable with |
|---|---|---|
| Written contract | Confirm preventive and reimbursable medical care from the same provider | A consultation subscription alone |
| Workplace assessment | Keep the employer document reference available | Employee health records |
| Valid action plan | Check validity during the accounting period; no backdating for a closed period | A preparation worksheet |
| Cost breakdown | Gather actual category-specific costs and verify eligibility | A flat refund for the package |
| Applicant | Separate employer and entrepreneur procedures | Sickness allowance or an employee benefit |
A written contract, workplace assessment and action plan valid during the accounting period are conditions for reimbursement. The action plan cannot be created retrospectively for a closed accounting period. A preparation download is not a replacement.
Employer occupational-health cost reimbursement is separate from entrepreneur reimbursement with its own category-specific ceilings and payment-based application period. It is also different from sickness allowance. Use the founder guide, contract review and annual preparation worksheet.
Frequently asked questions
Are the 2025 ceilings reimbursement payments?
No. They cap eligible costs. Reimbursement is 60% of eligible prevention and 50% of eligible medical care within the conditions and ceilings.
Can we deduct 60% from the whole monthly price?
No. Invoice content, category, eligibility and the common annual cap determine reimbursement; an offer does not guarantee a decision.
Can a missing action plan be created afterwards?
It cannot be backdated for a closed accounting period. It must have been valid during that period.
Can reimbursable medical care come from another provider?
Employer reimbursable medical care must be purchased from the same provider as preventive occupational healthcare.
Does an entrepreneur use the same caps?
No. Entrepreneurs have separate category-specific ceilings and application procedures. Occupational-health cost reimbursement is also different from sickness allowance.
Sources and currency
- Kela — arranging occupational healthcare.
- Kela — occupational healthcare costs in 2024, published 26 August 2026, checked 26 October 2026.
- Kela — reimbursable occupational healthcare, source updated 21 October 2026.
- Occupational Safety and Health Administration — arranging occupational healthcare.
- Occupational Safety and Health Administration — workplace assessment.
Official sources checked 26 October 2026. Service descriptions are based on StartHealth's confirmed package information; the offer confirms boundaries and costs. Editorially updated content awaits clinical review. This is a faithful English equivalent of the current Finnish Kela guide, with Finnish terms explained once. Checked in this update on 27 October 2026: Kela organising and reimbursable-activity pages and TTL planning and procurement guidance. Other existing sources retain their earlier 26 October check date.