Occupational health contract in Finland: review checklist
Editorial update 27.10.2026
Editorial: StartHealth (general employer guide, medical review pending)
A written occupational-health contract defines who is covered, the services purchased and the commercial terms. It does not replace the workplace assessment or needs-based action plan. Resolve uncertain exclusions and charges in writing before signing.
Review the contract before approval
| Check | Question for the provider | Approval condition |
|---|---|---|
| Coverage | Which employees, founders and workplaces are covered? | Status and starting date confirmed |
| Boundaries | Which tests and appointments are excluded? | Included, separately charged and excluded distinguished |
| Charges | What are the unit, recurring and setup charges? | Unknown charges are not treated as zero |
| Growth | How are recruits added and when does billing change? | Responsible role and effective date agreed |
| Ending | How are fixed terms and notice calculated? | Old end and new start confirmed |
Operational review sequence
- Compare the service schedule with the offer, including prevention and optional medical care separately.
- Record excluded services, approval requirements and unit charges alongside recurring and setup fees.
- Confirm headcount updates, price-change provisions, starting date and notice arrangements.
- Ask for written responses to outstanding questions; mark the decision conditional until resolved.
- Arrange the workplace assessment and action-plan preparation, and communicate agreed boundaries to staff.
Fictitious example: a 12-person growth team
The company plans four recruits. Its procurement owner asks when additions change invoices and requests a separate workplace-assessment price. Approval remains conditional until both are confirmed; no employee health data is attached. This is a decision example, not an approved agreement or savings claim.
StartHealth terms to confirm in your offer
A responsible physician is named in the contract. Employer reporting is annual, new employees are added the same day and the notice period is three months. Service typically starts within 1–7 days depending on the kickoff meeting. These are StartHealth operating facts, not universal provider rules. Confirm coverage and extras in the actual offer.
Download contract review: HTML · Markdown. This is a procurement aid, not a ready legal contract. Continue with action-plan preparation, gross pricing and Kela conditions. Request a quote.
Frequently asked questions
Is a signed contract enough for Kela reimbursement?
Not alone. A workplace assessment, an action plan valid during the accounting period and costs meeting reimbursable-activity conditions are also needed.
What should we ask about exclusions?
Request a list of services not purchased, plus separate prices and approval arrangements for services available as extras.
How should growth-related billing be agreed?
Confirm the headcount-update channel, responsible role, pricing basis and date from which the change affects invoices.
Is the review worksheet a ready contract?
No. It prepares employer procurement questions and provider responses; it is not a legally complete contract.
What comes first when changing provider?
Confirm the existing ending terms and new starting date in writing. Keep employer documents separate from patient-record procedures.
Sources and limitations
- Kela: organising occupational healthcare (Finnish)
- Kela: reimbursable occupational healthcare (Finnish)
- Finnish Institute of Occupational Health: planning (Finnish)
- Finnish Institute of Occupational Health: procuring services (Finnish) Official pages listed here checked 27 October 2026. Original editorial guidance, not individual legal or medical advice. Clinical review pending. Company examples are fictitious, not customer results.